Cause Accidents


Cost Money


Can Be Avoided!

Organizations are engaged in a 'war for talent' and understand if their competition manages, deploys and executes in these areas better than they do, the competition wins… its that simple.  There are many opportunities for cognitive biases, blind spots and derailing behaviors to manifest in each of these areas that are not on the radar screen of those responsible for their design and implementation. These blind spots can impact the ‘perception’ of equity and fairness in talent practices and systems. Due to the changing nature of the workforce; these perceptions may not be evident to those responsible for creating, developing and deploying them. We can help you identify and mitigate them!

EXAMPLE: When putting in place systems and processes that provide reasonable accommodation to employees that may require a wheelchair for their mobility around the workplace; there are MANY things that someone who is able-bodied, may not intend or even understand, until someone who is limited in their mobility encounters the obstacle and presents it to those responsible for designing and deployment.

The fact that those responsible are not aware of their decisions doesn’t negate the impact of these oversights, nor does it mean it was intended.  To the person whose mobility in the workplace is limited and/or reduced INTENT is not as important as IMPACT. The lack of intent is what we would refer to as ‘unconscious’ incompetence in an area of responsibility.  When you ‘don’t know –what you don’t know’ it is hard to hold someone accountable. 


Our goal is to help you move from 'unconscious' incompetence to 'unconscious' competence!

ORGANIZATIONAL BLIND SPOTS - TALENT MANAGEMENT


Best-practiced organizations have robust systems in place to effectively management and leverage their talent pools.  These systems have been linked to the strategic needs of the business including having specific competency maps and methods of measuring an individual’s progression in acquiring and demonstrating their effectiveness. Those in leadership, management and supervisory roles are specifically critical to an organizations ability to effectively leverage the efforts of the individual contributors tasked to operationalize the business goals.  Many of the areas of responsibility for those in talent management involve, but are not limited to:

BLIND SPOTS - COGNITIVE BIASES


Talent management involves all aspect of the human capital needs of an organization.  It involves the processes, measures, tools and systems needed to plan, organize and deploy the resources to manage and leverage those people related systems.  Creating equitable strategic human resource systems is a critical component in providing value added for organizations.

 

One of the top three costs for most organizations is related to people.  Those people are increasing coming from multicultural, multiethnic and multi-generational backgrounds.  The presence of these 'different' employees is not an option its an inevitability; and has to be a part of the solutions being developed and deployed in 'best in class' organizations.  Recognizing and eliminating cognitive biases is a required skills to ensure fair and equitable human capital and talent management systems, environments and processes.

 

Most organizations would not hesitate to eliminate any 'blind spot' they know exist in their ability to effectively manage the operational aspects of their business or product development.  Most automobiles today have come to the reality, that for drivers, there is an area on either side of the vehicle, that they are simply not aware when their might be something out of their line of vision.  This 'blind spot' causes accidents, injury and unnecessary expense for car owners and has for years.  In the USA alone the National Highway Safety Administration reports over 800,000 accidents A YEAR resulting from blind spots on the road!


HOW MANY MORE ACCIDENTS / INCIDENTS OCCUR IN THE WORKPLACE?


Today, most cars makers have taken the necessary steps to eliminate the impact of those manufactured short comings by designing into the process of their automobiles; automated systems that check for the existence of something in the area that is not normally visible and providing an alert that notifies the operator of the vehicle that danger is lurking.


We help organizations do the same thing!  check for the existence, provide an alert and notify the employees that danger is lurking!  Our processes can reduce the impact of these behaviors and provide prescriptive that are customized to your organizational culture!

PREMISE OF THE RESEARCH AND METRICS

Providing Inclusive Leadership & Human Capital Solutions