...well, not quite. Forget efficiency and focus on the working smarter aspect of your candidates. I often look for a particular answer to the question "What's your definition of working too hard?" The answer should be a version of "When there's a better way to do it."
A recent book--Selfish, Scared and Stupid-- advocates looking for the smart, not the quick. They advocate not looking at efficiency. That's what a lot of us, particularly those educated in Theory of Constraints, would say. I have modified all performance appraisals to eliminate efficiency from the criteria, or downplay it so much it rarely gets discussed. Most business leaders keep it as a 'must' in the employee's repertoire because that's what we've always done. Let's be conscious about our leadership and make sure we're doing the right thing because it's the right thing. Maybe that's lazy. It's definitely lazy thinking not to double-check why you're doing what you're doing...especially in hiring and development of your staff.
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