These days there are a ton of articles about culture, talent, engagement and innovation. Bloggers touch on how to improve these things with better hiring practices or company processes. Essentially, people understand that there is a “type” of person that is more likely to be an all-star and that companies should have the right processes in place to attract and retain said superstar.
People want to know how to get consistent, reliable, and effective results when it comes to hiring the right person to get a job done. Personality tests, aptitude tests, and structured interviews are all a part of the hiring process at many companies. Each step is meant to increase the odds that the chosen applicant will exceed expectations. Despite such measures, employee turnover continues to negatively impact businesses in a multitude of ways.
How do you stem the tide? What might you be missing?
I’m a scientist that studies developmental stages of reasoning in adults. Most people are familiar with developmental psychology in some way so it is easy for them to relate to what developmental psychologists study. For example, many people know that newborns progress from crying to babbling to saying single words to saying phrases, etc… This process is, for the most part, consistent across our species both in the order it unfolds and the timing of each new step. Pretty amazing really.
Even more amazing is the fact that language is not the only trait to develop in this manner. You know what else develops like that; Reasoning. Think about the implications of understanding that the ability to reason develops similarly to speech. Studies of development from birth up to about 13 years of age are a major part of undergrad psych programs, but for some reason development in adults is not a popular topic. This is a shame because Adult Development is awesome and useful and just down right interesting. My specific area of research focuses on the Model of Hierarchical Complexity (MHC). The MHC is really cool and quite frankly, it can make a difference in the way people think.
This model should be of immense importance to anyone in HR or management or politics, or well, to anyone. Okay, I’m biased, but seriously, businesses would benefit greatly if they understood how to utilize the MHC. I’m not just talking about improving your hiring practices or making better promotion decisions, though it can definitely help with that. I am talking about understanding how to structure your teams and how to assign tasks to individuals based on the understanding of this model.
The MHC will help you structure your workforce to achieve maximum efficiency and harmony. Roles are defined using the MHC and positions are filled based on the employees’ ability as measured by the model. Even the rules and regulations your company enforces can be guided by the MHC. I know I’m throwing a lot out here and that I’m not going into much detail, but my goal is to start highlighting the different ways that the MHC can improve your business. Stay tuned for some further clarification on things.
Or write me: Andrew.Richardson@core.complexity.com