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Permission to Speak – Leadership Blog – Kelly Vandever Interviews Jay Goldman on Employee Centric Workplaces – Part 1

 

Permission to Speak

Leadership Video Blog & Podcast

Hosted by Leadership Communications Expert Kelly Vandever

Permission to Speak is the video blog and podcast that loiters at the intersections of leaders who want their people to speak up, technology that facilitates connections, and results that serve an organization’s higher purpose.

Our guest for this episode:  Jay Goldman 

Part 1

Topics Discussed:

– When data is hard to come by, you have one-size-fits-all management practices

– If you optimize with one-size-fits-all, you’re optimizing for the middle of your bell curve of employees, you’re optimizing for the average

– Most people who get management positions aren’t prepared or trained in management

– The craft of leadership

Klick the company grew 40% year over year for 20 years

– Why Jay and the co-authors wrote, “The Decoded Company

Sensai Labs was a result of other companies asking to have the same software that Klick used

– The fascinating origin story of Klick, or how does a 13-year-old ends up as the CTO of a company at 16 and became the co-founder of a company at 17.

– Klick focused on culture at its inception as a response to the environment they’d come from

– Klick realized when there were 50 employees that email was a terrible tool for collaboration so they forced employees to put all requests into a ticketing system, they banned email!

– Leerom and Aaron began looking at the data in the ticketing system and realized that the data showed work flow and see where things were getting hung up

– The identified patterns that could be indicative of a problem and built in notifications to let project managers know that needed to look into what was going on to see if there was an issue that needed to be addressed

– Applying data and analysis to optimize the organization’s performance

– SensaiOS is an enterprise system that contains all the data

– Klick hires less than 1% of the applicants to their job openings

– Klick asks the questions “How does this candidate compare to the existing team?” on a dimension that’s important to the role they’re interviewing for and the options for answering the question are, “They transform the team” or “They’re above the team’s bar” or “They’re coachable to reach the team bar” or “They’re below the team bar”

– The system creates a situational briefing based on what’s needed by the person doing a job:  for instance, giving you the information you need a few hours before interviewing job candidates for a specific role

– They share the interview notes of others who’ve also interviewed the candidate so you end up getting beyond the candidate’s best canned answer for an interview and get to know the real person better

– Training interventions are individualized to the person by taking into account how frequently you’ve done a role, level of seniority, history with the company, experience in the industry, etc.

– SensaiOS comes out of the box with some pretty smart settings

– Two of the keys to a decoded company, are (1) “Technology as a Coach” giving you the training that you need when you need it individualized to your specific needs and (2) “Data as a 6th Sense” having a system that give you data you need when you need it so you can be better informed and be capable of making better decisions

– An example of the system using data as a 6th sense to improve business effectiveness is called “inflight reading” where you get an update automatically downloaded to your phone an hour before your flight takes off to go see a client & that updates has in it a complete assessment about the current state of everything going on with that customer

Questions Answered:

How should I invest in the managers of my company?

How does a company maintain a great culture through rapid growth?

How do you effectively hire the right people who are best for your organization when you’re growing rapidly?

What’s an alternative to ranking job candidates on a scale of 1 to 5 and getting a more meaningful assessment of the person before hiring them?

How can you get beyond the candidate’s best canned answer in an interview to questions that really get to know the candidate better?

Why should I ban email in my company?

Why would a company ban email?

Book Recommended:

The Decoded Company:  Know Your Talent Better than You Know Your Customers

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