Hacking HR to Build an Adaptability Advantage

Tagged "meritocracy"

eerik-lundmark's picture

Many companies exercise talent management programs of high expectations, but actually end up in undermining strategic adaptability: The programs are often run for management talent rather than for talent as such.

The point here is that we unconsciously value hierarchies so strongly that even a good cause to empower people...

By Eerik Lundmark on June 18, 2022

There is a lot of energy spent on CVs. Too much. To be honest, it's not even necessary - at all.

Applicants wordsmith and position; enterprises collect, prioritize, and validate. Yet I'd argue, by and large, it's wasted time and, worse, misses the point. 


  • You don't want to hire someone who is
  • ...
By Sean Schofield on June 13, 2022
alberto-blanco's picture

Contribute: to play a significant part in bringing about an end or result. (Merrian-Webster.com)

Compass: device for determining direction. (Merrian-Webster’s Pocket Dictionary)

Contribution Compass is intended to be a simple navigation device for growth and self-knowledge. One of its principal aims is to help teams uncover each and everyone's personal purposes. By...

By Alberto Blanco on June 12, 2022
uduma-kalu-etea's picture

Often times the emphasis in talent acquisition is tenure as evidenced by experience. This ensures that new hires simply come with entrenched mindsets and rigid workstyles to the new organisation. A shift from tenure to talent i.e. what can the potential new employee really offer? Even though it is a...

By Uduma Kalu Etea on June 12, 2022
monique-jordan_1's picture

1.  TITLE: Role Not Position



Positions (and accompanying titles) are reflective of the rigid, hierarchical, fear-ridden and overly centralized organizations that [irrespective of the organization and by themselves] both set-up and reinforce non-adaptive behavior. 

What if we did away with traditional positions (and related...

By Monique Jordan on June 11, 2022
tojo-eapen's picture

In today's world, there seems to be insufficient emphasis and expectations on leaders to build sustainable organizations for the long run.  Majority of a leader's focus, targets and expectations are on financial measures. (...

By Tojo Eapen on June 9, 2022
gary-hamel's picture

Leadership ability doesn't always correlate with the formal hierarchy. Moreover, top-down leadership appointments can produce unwanted side effects--like too much energy being expended in managing up. The challenge: find and empower the "natural" leaders within your organization. The solution: Develop a dynamic system for measuring an individual’s “natural leadership”—that is,...

By Gary Hamel on June 7, 2022