Who Are These So Called “Architects” Now Leading Companies To New 2010-11 Growth?

I Just had an interesting phone conversation with a new client. My take away is:

Yes, I’m definitely now seeing a positive trend in new corporate c-level hiring as I travel about. This movement is the rise of  hiring what some are now calling “Organizational Architects” in American business blogs.  The unique talents these folks bring to the party is that sixth sense of being able to take what the company has now and reorganizing the strategy for the challenging contemporary marketplace we now face in 2010-11.

Some visible signatures of these highly sought after “wizards” are:

*They are quick to recognize what is out of place with fresh eyes and begin making lots of small adjustments that don’t upset the existing structure. These managers just re-aline and adjust the existing “bones” i.e. some observers say like a “chiropractor.”

*They are dogmatic in a very specific strategy approach that is easily recognized. They quickly connect the dots of all departments and move into real time, one view, set of data that is point and click. This goes for all departments, suppliers, customer, and field sales.(Once you see it you will know it, off line spreadsheets are heresy to them.)

*Some senior executives that are emerging out of this economic downturn are either now using this technique or going out and hiring someone who fits this “Architect” profile.

*These generalists are functional “Jacks of all trades” , they  know a lot of  new key contacts and go-to outside variable overhead vendors. These managers are well connected in supply chain sourcing, I.T., outsourced accounting, distribution, independent salespeople, marketing freelancers, and product know how. They also have an incredible personal “rolodex” of variable overhead resources right at their finger tips.

*Figuring out the next years strategic plan is to move forward without fixed overhead expansion is largely coming from this new breed of “architect builders”.

*These “Frank Lloyd Wright” qualities usually come from some other previous industry they worked in.  They attack all business issues with the same passion and understanding as if  they are 100% sure all companies have the same problems coming out of this economic downturn.

 *The work flow they put in goes through all departmental organizations in an interconnected way. In the new successful "architect's view, this aggressive consolidation work flow tact is the way forward regardless of  manufactured "widget" or business services output from this company for profit.  They sometimes don't care what the product/service actually is that the company sells/provides, its largely about growing,  process, people, accountability, and  keeping the customer happy (profitably).

Yes, these talented generalist leaders have been around for a long time, but now they appear to be moving to the front of the line of late. The companies with this new leadership strategy do seem to be breaking away from the 2009-2010 doldrums. JMHO

Have You Noticed Some Businesses Are Hiring Again?

Out of the blue-gray October sky something very positive is happening out there. The companies I visited these last few weeks are singing a similar upbeat song.  Companies seem to now be looking for key players from the outside that will make a difference in their top lines. Some selected comments heard this last few weeks on the road are:

  

•    “We have hunkered down by cutting inventory, personnel, overhead, and non profitable customers during this economic downturn. Now all we can do is grow the top line to survive so we are looking for the “rainmakers” to hire”.- 20 million dollar digital printing company.

•   “Our company was poised to grow rapidly when the bottom fell out”. Now we feel it is time to get back in the game and put our “shelved” strategic plan into play as we can’t cut anymore. – 45 million dollar CPG  American manufacturing company.

• “Do you know of any top salespeople out there we could hire”? We are ready to expand again. -37 million Distribution/Fulfillment third party Warehouse company.

•  “With the coming election we will now get a better sense of future cost planning for health care, taxes, and regulatory business “rules”.  Regardless of which political party wins, at least now we can set our course with some knowledge of how we the company will proceed for the next few years. -55 million dollar consumer garden products reseller.

•   We are proceeding with upgrading to new web based computer systems as our repair and servicing costs are now more expensive than the “new” technologies available. – school product fundraising company. 

•   “Our average order is starting to rise and is now higher this year compared to last, same customers. –B to C 140 million dollar CPG internet/mail order catalog /Retail Company.

Could this chatter be a small trend indicator of next year’s economy? Cross your fingers!

“The View”; Today’s HR Departments vs. Hiring Managers. Are You Looking For Real Talent Or Just A “Fit”?

An interesting discussion started last night at a holiday party I attended. The issue was that the current recruiting climate may be missing golden opportunities to source top talent for today’s companies.

Some off the cuff remarks and questions by some really competent attendees were:

•Are senior “hiring” managers now delegating much more of the candidate sourcing to HR because of resume overload? In a sea of qualified candidates, has much of the sourcing behavior slipped to just finding the likable perfect “fit” instead of the top talent that is now available across the country?

•Is it that hiring managers assume the current job market brings them the best HR screened talent to choose from when, in fact, they are allegedly seeing worse and worse candidates?

•Could it be HR departments rarely get past the proper protocol of posting inside first, then, interviewing friends of current employees. Are they not motivated and only rarely looking outside for readily available top talent to upgrade the company’s personnel?

•Does HR sub out further to a recruiter who may be motivated by the commission and screens out top talent presenting only "Fits"? Is the Hiring manager only presented the "best of the rest, fits?' Are the recruiters motivated to close the deal quickly by having candidates that will be liked by all for a yes vote?

•Is HR buoying up inside applicants to higher positions they are not qualified for? Might this be one of the greatest squandering of opportunities for companies now coming out of their “downsizing” correction? Is it just too easy to go through the motions and gain acceptance with the appearance of a “good Fit”?

On my drive home, these discussions got me thinking about the pent up talent that must be available out there right now. It occurred to me sourcing the best talent could be even harder than ever due to the “noise” and overwhelming influx of job applicants CVs and phone calls coming to HR departments. Is the HR department overwhelmed and fatigued which may cause a hiring mistake? Has the best candidate even been called to be screened or are they eliminated by the recruiter "gatekeeper" with selfserving motives?

Perhaps the best are drowned out by the sheer volume of activity. How many resumes get caught in spam filters, a large pile, or never get opened because the in house email system is not compatible and will not open a PDF file or a Word 2007 docx? Should we take responsibility to find the cream of the crop, or is it on the job seeker to push in the door and get noticed? What is best hiring attitude for the company’s future growth and excellence?

My conclusion is the goal is always to get the best talent out there to grow the company for the shareholders and long term security of keeping the company competitive. Bureaucracy, low morale, friendly favors, public votes, etc. still does not excuse me or any other hiring manager for taking the easy way out. We all need to work harder and find the best talent that will bring the company to the next level.

Shame on all of us all if we don’t find the best and brightest with all the qualified folks available on today’s job market.

JMHO