Sample chapters
The Wizard Knows – Help for New Managers
Turning Soft Skills into Tangible Results
Example #1 Hiring in an AI World
“The world is moving so fast,” said the Hiring Manager. “It feels like the ground is shifting under my feet.”
“That is the Algorithm,” said Wizard. “Rapid and unrelenting change is the new norm.”
“Yes, but why do we have to change our company culture? Not everyone likes change,” said Status Quo. “We’re comfortable with the current norms.”
“I thought The Make Life Better Company’s culture was pretty good,” said Remote Worker.
“On the surface things look okay. But that’s the problem,” said Algorithm. “The numbers for employee turnover and engagement are average, but the trend lines are going in the wrong direction.”
“But our figures are better than the industry’s standards,” said Status Quo. “Doesn’t that mean we are doing better than our competition on employee turnover and engagement?”
“Unfortunately, too many companies think that way and they end up being average companies. We don’t want to be average,” said Change Is Good.
HR explained, “Culture is your company’s operating system. It is the sum of all the behaviors that are rewarded, punished or tolerated within an organization.”
“Culture determines accomplishments vs. excuses, sales vs. missed opportunities, quality products vs. complaints, success vs. failure, profits vs. deficits, engagement vs. employee turnover. It’s the gap between excellence and ‘good enough,’” added Wizard.
“A lack of soft skills training costs the company a bundle in time and money. Soft skills impacts every aspect of business – culture, employee retention and engagement, customer service, quality, sales, cashflow, profits, etc.,” said HR.
“If soft skills are so important, why haven’t we been trained on them before now?” asked Remote Worker.
“Two reasons: time and priorities. Managers focus on hitting their numbers and doing what the boss needs. The expression ‘Make the Boss Look Good’ still applies in most companies,” said the Wizard. “But it’s time for change.”
HR adds, “There are gigantic outside forces hitting businesses all over the world. We can’t change those forces, but we can change how we respond to them. Tomorrow we are going to take a big step forward in dealing with those outside forces. The employees of The Make Life Better Company are going to climb Culture Mountain together.”
Example #2 Hiring as a Competitive Advantage
“Too many companies don’t see hiring and soft skills training as their greatest strength. Hiring is the front door to a company’s success,” said Wizard.
HR quickly agreed.
“My data shows that many companies hire a person because they want to fill a seat quickly,” whispered the Algorithm. “But a leader who hires the right person creates a ‘Competitive Advantage.’ It is like having a secret wind at your back.”
“What does it look like?” asked Meaningless Meetings.
“It looks like a head start,” said HR. “While others are busy fixing manager-employee or customer service issues, a team that was hired well is already halfway up the mountain.”
“Here are three rules to help you when you are hiring,” said Wizard.
- Avoid ‘Ego Ceiling’ – A company’s growth is often capped by its leadership’s self-image. Many managers are hesitant to hire anyone who threatens their sense of expertise, creating an ‘ego ceiling’ and a downward trend in talent density. This insecurity costs organizations a fortune in lost potential.
- When you hire excellence, other teammates see it. They want to join you. The best people go where they feel they belong.
- When you trust the person beside you, you don’t have to look over your shoulder. You can simply run.”
“Is hiring a secret weapon?” asked Status Quo.
“In a way,” said the Wizard. “Most people think their advantage is with their product or the money they make. But money can be lost, and products can be copied. A team that cares about each other and the mission will be the winner.”
“It is the ultimate logic,” added the Algorithm. “Better people lead to better decisions, which lead to a better company for everyone.”
“So,” said Grumpy, “hiring isn’t just a task on a To-Do list.”
HR’s mentor answered, “Hiring is how you build for your success. A company’s culture starts with hiring. It should be our greatest advantage.”
What about training for hiring, someone yelled out.
HR answered: “We train on hiring issues now, but it always gravitates to legal questions. While the legal stuff is important, so are soft skills and culture discussions. It is difficult to find the time for soft skills training. Unfortunately, it’s not everyone’s top priority. But if we are serious about culture, we must be willing to make some changes.”
Morning Compass: A competitive advantage is not found in what you build. It is found with whom you build it.
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