Introduction – Culture of Experts

Culture of Experts

A quick introduction

When company leadership opens a REQ, they envision a new and better version of their organization. If an employee adequately fulfills the requirements of this position, whether it be a new hire or a promotion from within, the vision will be realized and the company will benefit.

Important things an organization needs to know about a job candidate:
• Education, skills and experience
• Cultural fit for company
• Career fit for candidate
• Potential for positive results
• Possible red flags

Reasons an organization declined on a job candidate:
• Missing requirements or desirable attributes
• Corporate culture mismatch for the company
• Poor career fit for the candidate
• Uncertain potential
• Red flags

Yes, there is the elusive rock star candidate that checks all of the positive boxes and leave everyone smiling. But what if?

What if?

What if the person who fills this position is unconventional? What if they have untapped potential? What if they become the explorer, the idea person, the strategist, the visionary, the problem solver, the creator? What if they are able to find mastery and expand their role far beyond the parameters of its original intent? What if the person who fills this position achieves great accomplishments? What if they expand business? What if there is exponential growth? What if they are transformational to the organization? What if they re-shape the vision of leadership? What if they are instrumental in positioning the company for the future?

Leadership steers the ship, however, their clearest vision can only reach as far as their ship can sail.
To grow, leadership must have deep distance of sight. To get there, they must grow the capabilities of their crew.

Culture of Experts is not an aptitude test
Many companies use aptitude tests within their hiring process, however, there is great debate over their effectiveness. Some statistics have shown that their success rate is no higher than a flip of a coin. This is because candidates are motivated to achieve high scores and will answer questions in a way that they feel is their best self; or their most marketable self. Human nature will affect the outcome in ways that cannot be compensated for within these tests.

A job candidate, who knew nothing about professional sports, answered questions within a candidate assessment test.

Within a career preference question, he answered:
(A) Sports radio talk show host

Why? Because it was the answer that he thought would lead to the best score. The candidate got the job.

Culture of Experts is about …
• Understanding, recognizing, finding and developing experts. This includes both traditional institution-guided experts and Unconventional Experts.
• Harnessing the curiosity, complexity, creativity and activity of Unconventional Experts, to expand an organization.
• Understanding the separation between individual work-process and operational company-process, to better understand workers and roles.
• Crushing the excuses for mediocrity, that hold employees back and limit their achievement.
• Preparing an organization for the next word-altering technological advancement: Artificial Intelligence.

Is this an e-book?
This completely free website is similar to an e-book. Different than most e-books, the information is very condensed, void of fluff and filler. The content is not static and can be updated at any point in time. Readers are encouraged to recommend additional information or provide feedback for changes.

Now is the time to start Culture of Experts module #1: Unconventional Positions