How to overcome ‘Organizational Attention Deficit’ in your company ?


As a successful recruiter, I feel obliged to my client companies for the ‘trust’ they have placed on me – so that they get the most suited manpower to meet their recruitment requirements from my consultancy or advisory services. There are several advantages as well as limitations while dealing with a wide spectrum of clientele in niche market segments I cater to. More than as an advisor, I am committed to bring in ‘productivity’ and ‘consistency’ as soon as possible, from the candidates selected by me. Well, limitations are there. A particular client company may chose to be very difficult and not be satisfied very easily. Well, at the same time, let me state that there is no easy recruitment solution available at the drop of the hat. I do not think that recruitment alone can get the best results in sales & marketing or other business functions. Human resources management plays a greater role, especially once the new recruit joins the company.

Daniel Goleman’s new book ‘FOCUS: The Hidden Driver of Excellence’ – talks about Organisational Attention Deficit Disorder, in order to highlight on team management and better productivity among employees. Many Sales managers in large organizations recruit national sales teams. The sales team may include contract workers, or new employees from a competitive company. Face-to-face interactions are not always possible. As a result of these and other obstacles, sales managers are often forced to operate in good faith that sales professionals will act accordingly. Friction arises from constant missed deadlines, mis-communication, or mismanaged budgets. Sales managers have a hard time comprehending – or responding to – careless errors from professionals. Daniel feels .. Such breakdowns are a sign of ‘Organizational Attention Deficit’.

Daniel writes .. ‘Ideally people working as a team are going to be attuned to each other. The star performing teams have the highest harmony, and have certain norms for maintaining that harmony such as:

– They are very aware of each other’s strengths and weaknesses.
– They let someone step into or out of a role as needed.
– They don’t let friction simmer until they explode. They deal with it before it becomes a real problem.
– They celebrate wins, and they have a good time together.

This becomes more difficult if people are working at a distance – physically or emotionally. If you have people on a team who don’t tune-in, it lowers the harmony. That is exacerbated by a virtual connection, people working by email who never see each other face-to-face.’

In his latest book, Daniel Goleman suggests .. Ways to overcome ‘Organizational Attention Deficit Disorder’ – as mentioned below :
Meet face-to-face.
If possible, get everyone together for a one- or two-day offsite meeting. If you know the other person, you can overcome the distance that the virtual world creates.
Leaders must guide attention.
The best leaders sense when and where to shift the collective focus of a team, getting it there at the right time – for example, to capitalize on an emerging trend.
Set clear project goals.
Let people know what’s expected, and why their contribution matters in the grand scheme of things.
Resist the “Us versus Them” mindset.
Actively look for the common goal between yourself and the other person or team. This helps eliminate any built-in adversarial filter you bring to a project.
Provide sufficient time to get the work done.
Many managers believe that they can stimulate creativity by putting people under very tight deadlines. That’s a myth. In fact, across the board in general, people are more creative when they have a little bit of time to explore a problem, reflect on what they’re doing, gather new information, and to talk to people who might have different perspectives, which can be enormously useful.
Technical gadget distractions can affect performance and face-to-face communication. Limit the number of screens open on your computer. Turn off your cell phone if you’re under a deadline.

Right recruitment coupled with good and effective management of human resources helps in meeting your recruitment goals. There are no ‘instant’ solutions .. and unfortunately .. many client companies feel that recruitment consultants can do wonders. Yes, we can help in recruiting the best suited manpower to meet your specific job requirements .. but the buck does not stop with us. You need to manage the recruited manpower effectively. Possibly .. you need to well-train them in your company’s product knowledge, and ensure they merge well in the existing culture of your organization and in fact .. monetize them appropriately (w.r.t. market standards) to ensure longevity of their service with you.


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