Do you have a compensation manager, a recruitment manager and someone else doing performance?
And who has the overview? Who gets the reports spanning more than one process? If you work in silos a silo free talent management suite is a waste. You will not get the benefits. Its when you start to organize yourself silo free that you will be able to think silo free, work silo free, report silo free.
And 1+1 is suddenly 42
At a dinner with our CEO we talked about cascading of behaviour from top level to middle managers and down. Question was why it does not happen, why is leading by example sometimes not enough? Answer we arrived at is that one factor is that it is hard to push people out of their comfort zone. You might need a coach, for by them self they will probably not do it.
That got me thinking on silo free talent management, and why it is not happening. We have all these experts. But are they able to push themselves out of their comfort zone? Probably not.
Sure you will still need people with different areas of expertise, but don’t let the experts live their life in their silo. Have them train each other so that any one of them can work in anyone else’s area. Its when you apply your expertise on other sub processes you will get the insights you need. Its when you force people to think outside their comfort zone you will get the stunning results.
So use your experts. For e them out of their comfort zones. Cooperate.
Let 1+1 be 42
