Bad Signs

It's our birthday!

A mere 104 weeks ago, The Job of Work burst onto the blogosphere with our very first offering, So You Think You Can Dance, a rant about how the generations are far more similar than different and how 'strategic HR' and 'airline service' might be oxymoronic. A blog that was read by a whopping 28 people -- unless, of course, some visited the sight more than once, a rather sobering thought on a number of levels.

For this reason, 'burst onto the scene' may be a bit of a self-indulgent exaggeration. 'Added to the clutter in a completely underwhelming way' may be a far more apt description.

But begin we did two long years ago this very week. History, of sorts, in the making, at least for us. Indeed, during our run a far-reaching revolution began in the Middle East, natural disasters of epic proportions occurred all too frequently around the globe, and our economy continued to grow if only slightly. "Sus papeles, por favor." and "Your birth certificate, Mr. President?" were likely the two most insidious expressions heard repeatedly over the last two years. Rapture didn't happen, many greats died, and, among many other things, a certain San Francisco-based ball club won the World Series.

To those of you who have been with TJOW every step of the way, we deeply and throughly apologize. Oh, the things you could have been doing instead! Come to think of it, oh, the things we could have been doing instead. But, hey, there's nothing quite like sitting alone in front of a blank screen on the weekend -- 104 of them -- wondering what to write while the rest of the world plays. Or, lately, while the rest of the world sends photos of their genitalia to new-found Internet friends, an act that takes flashing to an entirely new and so 21st century level. And then says that treatment is needed. No kidding.

(That Brett Favre and Kayne West did it is one thing, but this guy's name is Weiner! You simply can't make this stuff up. And it just goes to show: Stupidity transcends political affiliation.)

I can't wait to see how the psychology world, of which I am a part, responds. Because, hey, there's got to be a therapy for that. How soon will we see specialized treatment for Erotic Texting Disorder, or, better yet, Dysfunctional Interpersonal Cyberism, to become known as DIC Syndrome? Regardless, this type of texting is definitely prohibited while driving a motor vehicle.

Speaking of symptoms that indicate serious problems, let's talk about bad signs in the workplace. The kind of signs that require careful scrutiny unless one is to miss their true meaning. Signs that reveal issues capable of taking down a company. Signs of real trouble. Big, ugly, sinister trouble.

Let's start at the top.

1. Your Board always agrees with you. While to some this may sound close to nirvana, in reality a Board in constant agreement with leadership is often a symptom of larger significant issues. Boards are designed to provide independent, objective and expert guidance. By definition, Boards and leadership should disagree at times, if only to force greater analysis, understanding and clarity. Boards that rubber stamp are not performing their fiduciary duty nor are they adding value. Boards that agree constantly either haven't done their homework, aren't interested in learning, are afraid to disagree with leadership and/or each other (an all too common finding, by the way), or may be in it sorely for the honorarium. They look left, even though the need is to look right. Regardless, it's trouble.

2. The leadership team plays nice, acts nice. Beware if your executive managers, when together, fail to confront key issues, overlook difficult topics, or skate past nagging problems. Be concerned if voices are never raised, emotions are always held in check, and disagreements are rare. Be afraid, be very afraid, if playing nice is more valued than being honest. This isn't about not being polite. Au contraire. This is about identifying problems, developing plans to address them, executing those plans and monitoring progress. Done well, there will be different points of view and disagreements. Which is exactly what's needed to succeed, as there's never just one way.

3. Decisions are made but are not supported. The ever sinister "I-know-that's-what-we-decide-to-do-but-no-way-am-I-going-to-do-it" dynamic. The first step toward anarchy and, if played out, bankruptcy. I doubt you would be surprised how often we see this dynamic alive and well in corporations throughout this country. Just about any company unable to perform to expectations likely has this dynamic to thank, in part, for its under-performance. This is a silent but amazingly effective killer.

4. Long-standing business issues remain long-standing business issues. Imagine having made two lists of key business issues facing your organization or department. One you made two years ago after having read the first TJOW entry. The other you made this morning. How would those two lists compare? If the majority of issues is the same across both lists, you've got bigger problems. Failure to address and solve business issues typically suggests inadequate leadership, an inability or unwillingness to discuss issues openly or productively, low creativity/resourcefulness, insufficient backbone, lack of accountability, poor execution, and/or simple laziness. It also screams the fact that mediocrity is acceptable. If this is your organization, good luck. Because those who want to win will go elsewhere.

5. The time to fill open positions is taking longer than before. While this could be the sign of an inefficient or non-strategic HR Staffing function, it could also be that your organization is not seen to be a worthy place to pursue a career. Don't fool yourself, especially in this current economic climate where unemployed talent is abundant. (Thanks Goldman Sachs!) What was once a 'sexy' industry -- film and television, for example -- may now be an industry considered more appropriate for 'mature' individuals (read: old). (A study we conducted confirmed this.) Also, being among the 100 best companies to work for plays well within the organization but may be meaningless to those seeking careers -- especially to those elusive high potential individuals who are out to change the world. (This, too, was confirmed in a study we conducted.) All in all, if it's getting harder, costing more and taking longer to put talented butts in your seats, you've got a problem. The longer you delay in addressing it, the bigger the issue you'll face. Especially since your choices may be limited to less desirable talent. Like, for example, zombies.

All bad signs, all with the power to take a huge bite out of a bottom line.

Importantly, though, there is an effective solution for each. If you're ready to deal with your bad signs, let's talk. Together we can solve them.

Have a good week. And, again, happy birthday, TJOW.