“If you have an exceptional Talent Portfolio, your opportunities are vast and deep.
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At the same time, if you report to a manager with Low-DMQ with Position Authority, beware…
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In a crisis, such as Covid-19, Low-DMQ managers will be intimidated by you.
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Low-DMQ managers, are like strong lumberjacks recklessly wielding huge chainsaws!
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~ James Roncevich
Are you intelligent, hard-working, confident and have High-Obj-DMQ?
If you have this “package” in your Talent Portfolio; odds are, you intimidate many of your co-workers. You may not even be aware of the magnitude of your intimidation, you’re just trying to do your job well. Regardless, the consequences of not handling this “perceived intimidation” well, can potentially stunt your career success.
With the Covid-19 pandemic front and center, Intelligent Talent Retention is arguably the lifeline to many organization’s survival. The Top-20% of your workforce, at each strata of your organization, is your competitive advantage. The next 40% of your workforce that is reliable, collaborative, etc., are important, value-add assets critical to your survival and / or success.
When you retain a higher percentage of these two groups of employees than your competitors, the positive impact to your bottom-line is significant.
Why?
- Stability enables a greater likelihood of survival!
- You are preventing your competitors from cherry-picking your top performers!
- You are attracting top performers from your competitors; thus, solidifying your competitive advantages in two ways!
Q: Let’s regress a minute on why this relatively simple plan often, just doesn’t work in practice?
A: Succinctly; the reason is the DMQ-Circular-Loop Syndrome.
Source: Get MAD! 7 Keys to Being an Admired, Kick-Ass Leader – Figure: 4-3
Source: Get MAD! 7 Keys to Being an Admired, Kick-Ass Leader – Figure: 1-4
If you’ll recall from my Holistic Leadership book or our blogs, if the C-Suite executives are objectively 5.0’s in Decision Making Quality (DMQ) (on a 0.0 -> 10.0 scale, with 10.0 = theoretically perfect), but think they’re 9.0’s, their decision, about their DMQ is flawed (erroneously overstated). Thus; the Circular Loop!
Therefore, the Talent Systems embed this flawed DMQ into the hiring,
promoting and retention process while the C-Suite is oblivious to this
subjective flaw, due to the DMQ-Circular-Loop Syndrome.
Simple Example: The Fortune 1000 CEO’s. Objectively, we know 68% are “Average” or in the “Bell Curve”. Thus; 16% are “Below Average” and 16% are “Above Average”. This is just an indisputable, statistical fact.
Objectively, if we had all 1,000 in a room and asked,
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“Are you “Average” or “Below Average” in your role as CEO?”
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Does anyone think 840 (68%+16=84%) executives would raise their hands?
Objectively 840 should. Thus; the DMQ-Circular-Loop Syndrome is hard at work!
Q: Why is the DMQ of the Hiring Manager or Approving Manager (if Hiring Managers need additional approval) important in Talent Retention?
A: Quite simply:
+ 5.0’s Don’t hire or help the organization retain 9.0’s
+ 9.0’s Don’t like to work for 4.0 to 7.0 managers
Your huge opportunity during the Pandemic
- 8.0+ Talent who are reporting to “Average” managers are looking to work for 8.5+ managers… Find them!
- 5.0 Managers are being exposed for their “Average-ness” while making less-than-stellar decisions in this crisis
- Organizations are in “crisis-mode” and this is where Top-20% Talent thrives
Put it all together… there’s a glut of Exceptional Talent available for the best organizations to snare!
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I and our teams thrive in chaotic environments because:
- Intelligent Corporate Executives are more open to understanding how our teams have added to their competitors’ bottom-lines, an additional $10MM, $25MM or $50MM+
- Intelligent Non-Profit Executives are more open to understanding how $1MM, $10MM or $25MM+ in New Corporate Donation Streams from our Social Impact model will enable them to survive, not need to cut staff jobs and provide even more resources to those in need… which the Non-Profit exists to serve!
Why wouldn’t a Corporation want to save $25MM+ and be willing to donate 10% or $2.5MM to the Non-Profits of its choice?
Why would a Corporation want to forfeit $MM’s and not want to make a greater Social Impact?
If you’re reading this and you’re a “Get’s It Leader”
that wants to make a Significant Social Impact in the most intelligent way…
DM me on LinkedIn or directly (jim.roncevich@ipgsocialimpact.com).
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Are you done talking about it and ready to get started?
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Together; we can raise $Millions for your favorite Charity
while actually (vs. hoping to) changing 1,000’s of lives?
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Simple! Significant! Swift!
Who changes the world? I believe it’s almost exclusively the Top-7%. They are the only ones with the Talent Portfolios and social consciences needed to actually implement significant positive social impact.
If you believe you’re one of these executives, we’d love to explore possible opportunities.
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Get MAD! Get Making A Difference! ~ JR
