THE “BIG FIVE” WORKPLACE TRAITS IN CONSULTING People are not a commoditized “mea

THE “BIG FIVE” WORKPLACE TRAITS IN CONSULTING

People are not a commoditized “meat” that is reducible to P&L Numbers. It takes a variety of skills to produce excellent service work. And Oversing measures (at least) those five different properties:

—TRAIT————————-Measurement———–

1) “Like-ability” (Peer 360 system

2) “Soft Skills – Trustworthiness” (Skill System by Peers)

3) “Revenue value of hard skills” (Skill System / Peer Skill Ratings)

4) “Customer Trust and Retention” (Net Promoter Score)

5) “Profitability” measured as:

a) Utilization and b) Chargeability (Standard financial metrics)

So, any individual is always represented by oversing using all these ‘metrics’. Their “Personality Profile” so to speak.

THE WORKPLACE AS EXTENDED FAMILY RATHER THAN LABOR POOL.

We found that feedback from PEERS was MORE ACCURATE and MORE RESPECTED and produced GREATER BEHAVIORAL CHANGE than all feedback from management combined. In fact, management opinion of any staff member was usually a CONTRARY INDICATOR of the individual’s value to the business.

So, our use of these measures helped us create a culture of a ‘family’ by giving honest feedback, the purpose of which was to ‘advance the individual and the family’ as a whole. Not through threats, not through incentives, not through pressure, but through advice and counsel. Humans want to do the right thing to fit into groups. And you just have to give them to tools to do so. Reliable information is the best tool.

Like the original meaning of ‘confession’, almost all feedback is publicly visible. Your sins are public, as is your heroism.

ONE OF THE SECRETS OF ANY BUSINESS IS NEED FOR EACH OTHER.

One of the secrets is “IDLE HANDS MAKE ILL WILL”. And people will naturally free-ride and rent-seek, which creates animosity in the ‘tribe’. The best way to prevent bad behavior is by minimizing the potential of it. The best way to minimize potential, is to always be marginally short of staff, so that everyone has to chip in to keep everyone else successful and happy. Furthermore, the incentive to overstaff is usually crated by the most populous RENT SEEKERS in any business : middle management. Oversing reduces the ability of middle management to rent seek, hide information for the purpose of obtaining political power. Our experience was that we needed only talent leadership, not ‘management’ per se. Because the feedback and ‘management’ of individual behavior was democratized into a marketplace of voluntary exchanges of assistance, appreciation and complaint.

Oversing is revolutionary if you use it as we intend that you do. It will transform not only your ability to manage your business by looking forward, and by increasing utilization but it will transform you business by making the ‘family’ manage the business, and thereby feeling PART OF IT, and able to INFLUENCE IT.

Management hierarchy is, just like government, little more than rent seeking and obfuscation of facts.

And just like government, management hierarchy is the primary reason why individuals feel resentment toward the business.

Make them LOVE IT INSTEAD.

IF TALENT IS YOUR BUSINESS, THEN USE IT, AND TAKE CARE OF IT.