Monday, March 17, 2014

Leaders Lead by Example: That Includes Human Resources Leaders





Leaders Lead by Example: That Includes Human Resources Leaders
by Pierre Coupet

Raise Your Hand if you are a Human Resources Leader.

Raise Your Hand if one of your company's Hiring Managers or Executives has ever approached you about conducting a search for an employee who will be working on a part-time basis in a virtual environment; however, company policy forbids a virtual (remote) workforce.

Raise Your Hand if one of your company's Hiring Managers or Executives has ever approached you about conducting a search for an employee who will be working on a full-time basis in a virtual environment; however, company policy forbids a full-time virtual (remote) workforce and will not pay for travel costs to corporate headquarters for required brick and mortar presence days.

Raise Your Hand if any of your organization's employees or staff members have ever requested to work in a virtual environment on either a part- or full-time basis; however company policy forbids that.

Raise Your Hand if,  even for a brief moment, you've ever contemplated hiring professionals to work in a virtual environment on either a part- or full-time basis; however, you are apprehensive about that - and for good reasons, I might add. 

Raise Your Hand if you have ever come across a perfect candidate for a position in your company, the work can be done from anywhere in the world, but there is one major stumbling block: your company's policy is to hire locally and forbids paying relocation costs - and working in a virtual environment is not an option.

Raise Your Hand if you have ever, at one time or another, experimented with allowing some employees to work in a virtual environment and the results were disastrous, or mixed and not worth the hassle and effort, to say the least.   Yahoo! is a perfect example of such organization.  I know of countless others in that category.

Raise Your Hand if you yourself, a Human Resources Leader,  would like to be able to temporarily work in a virtual environment on either a part- or full-time basis when an emergency situation arises or an unforeseen event presents itself; however, without a clear virtual (remote) workforce policy in place, once you open up that can of worms, how do you turn down others in your organization who may, down the road, wind up in a similar situation.

Raise Your Hand if your organization currently utilizes a virtual (remote) workforce and uses "brick and mortar" recruitment and candidate assessment practices for recruiting your  virtual (remote) workforce instead of a formal, standardized virtual organization aptitude assessment.

Raise Your Hand if your organization currently utilizes a virtual (remote) workforce and uses "homegrown solutions" by well-meaning employees instead of "universal minimum performance standards" for monitoring and evaluating the performance of the virtual (remote) workforce.

Raise Your Hand if you were not aware that there is such a thing as a universal "virtual organization aptitude assessment" for professionals who want to work in a virtual environment and that there are also universal Minimum Performance Standards for executives who want to work - and Lead - in a virtual or virtual organization environment.

Time to Lead by Example

If you raised your hand to any of the above, then it's time for you to Lead by Example by taking the universal Virtual Organization Aptitude Assessment  test in order to find out what your own Virtual Organization Aptitude Score is.

Whether or not you yourself now work or ever plan to work in a virtual environment, here are the immediate benefits of knowing your own Virtual Organization Aptitude Score:

1) By taking the test yourself, you will have a deep and intimate knowledge of the sort of questions to ask, and the sort of virtual workforce qualification requirements needed,  when screening candidates who want to work in a virtual environment.  No more brick and mortar screening procedures for selecting a virtual (remote) workforce.  And no more trial-and-error selection process.

2) No more need to rely on "virtual (remote) workforce experience" listed on a candidate's resume or any personal reference from a third party regarding a candidate's "awesome" virtual workforce experience and management abilities.  (I am sure you know what I mean by that.)  I personally know of one such reference which did cost a Top 10 pharmaceutical company over 10 million dollars in cash down the drain and 100's of million of dollars in revenue opportunity costs.  A simple Virtual Organization Aptitude Assessment would have saved that company a fortune.

3) When dealing with third-party recruiters or executive search firms you have tasked to conduct searches for virtual (remote) workforce employees, you may (and should) insist on assigning the search only to recruiters or executive search consultants who have taken the Virtual Organization Aptitude Assessment  test - again, for the aforementioned reasons listed at items 1 and 2.

4) From a cost-benefit analysis standpoint, it's a no-brainer; therefore, I will not go into details and insult your intelligence.

In Conclusion

After all, Leaders Lead by Example.   Therefore, before recommending the Virtual Organization Aptitude Assessment test to others in your organization, including to your own internal recruiters and third-party recruiters who are tasked to screen such virtual (remote) workforce candidates, it only makes sense that you know what it entails and are able to personally vouch for it - instead of having to rely on sales pitches or testimonials listed on a website (which are always suspect, to say the least).   In which case, knowing your own Virtual Organization Aptitude Score does not really matter; what really matters is your knowledge of the test and process itself and how it will benefit your organization.







About Author:   Pierre Coupet, CEO & Q of Virtual Organization Management is the founder of Virtual Organization Management Institute (VOMI), VOMI Virtual Organization Academy, and Virtual Organization Recruiter:: founder of the modern virtual organization management and virtual organization recruitment disciplines pioneered since 1997:: founder of League of Extraordinary Virtual Organization Executives:: and Architect of THE NEW VIRTUAL ORGANIZATION WORLD Collection. Contact directly at chairman@virtualorganizationinstitute.com; or via CHAT.

Stock Photo: courtesy of Pixabay

Copyright 2007-2016.  Pierre Coupet.  VOMI. Virtual Organization Management Institute. VOMI Virtual Organization Academy.  Virtual Organization Recruiter.  All rights reserved.  Cannot be reproduced without permission.

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