007 - Management Development: Do you know the bluffers and bullshitters in your company?
Updated: Jan 23
If you don't know your bluffers and bullshitters, you run the risk of promoting the wrong people. Learn more about this exciting and usually very costly topic in this article.
Banks and their managing representatives, for example, find themselves in the spotlight every now and then, be it for supporting unfair deals, machinations, rip-offs and more.
Is it the private-sector setup of the company, the globalisation of business, which have contributed to such developments? Or do these top managers simply not have the desired level of morals and ethics?
A regional or local bank may classify such risks as low, if only for reasons of the strategic orientation of the business activity and the organisational regulations. But as we all know, it’s the exception that proves the rule. If you put your faith in the wrong people, the consequences can be unimaginable. So how do you put your faith in the right talents? With suitable management development tools.
"We put the wrong person in our flagship branch for the wrong reasons (loyalty and high status and money motivation)," was the recent conclusion of the HR representative of an Italian bank that had a PEP talent pool analysis done as part of a talent management review. And further: "If we had had PEP before, we would not have made a number of training investments, or we would have made them differently!"
Do you really know your people?
How do bluffers and bullshitter colleagues differ from real high performers? Let me say it right away: The former are strongly extrinsically motivated and therefore have a strong orientation towards success, status and money. Real high achievers and promoters, on the other hand, are usually less extrinsically motivated and focus less on success, status and money. Below are a few factors by which you can distinguish Bluffer and Bullshitter from High Achievers:
Gossiping and spreading rumours
Focusing on negativity
Lying and making excuses
Honesty (being open and clear)
Authenticity (being oneself)
Benevolence (wishing others well)
Integrity (putting actions to words)
And you? Are there bluffers and bullshitters who still blind you on a regular basis? You don’t know?
Not knowing can be reassuring, but usually takes its revenge in hindsight. For a cost-effective talent and management development, you don't need overpriced management consultants, but you do need suitable tools that provide you with the desired transparency and decision-making certainty to take and implement suitable PE measures within a reasonable time frame.
For the analysis, you only need to apply the Talent Management Tool to the employee group you are interested in. It consists of Talent Developer as an analysis tool and Talent Manager as an evaluation tool. You can find out more about this via the links above or in a personal conversation.
René Anderegg lic.oec.HSG