Most of you have probably heard me say, "Stop hiring for skills only to fire because of behaviors." This article will explain that. https://www.linkedin.com/feed/update/urn:li:activity:7480634429183447040/

Let me know what comes to mind watching this video. It’s worth the 150 seconds.

This is a small excerpt from next week's article about Oracle's layoffs. Let's normalize "knowing our people." ******************************************************************************************************* Most organizations have never built a real behavioral map of their talent. They know job titles. They know performance scores. They know who has been there longest and who costs the most. But they do not know who operates best in ambiguity. They do not know who builds trust naturally in a room full of strangers. They do not know who sees patterns in chaos, who stabilizes teams under pressure, or who would thrive in a completely different role if someone bothered to look. That is not a technology problem. That is a leadership problem. When disruption hits, and you do not have that data, the only move you have is elimination. You cannot redeploy people you do not actually understand.

Today’s article on LinkedIn/Medium discussing some of the misconceptions. Micromanagement is easy to blame but many times it’s really not. https://www.linkedin.com/posts/michaelclegg1_your-team-does-not-have-a-micromanagement-activity-7445066184980398080-roTu