I know that I am late on the upswing… but last night I finally saw The Social Network. The actor, HR rockstar and blogger in me can’t believe it took me this long to see it. Loved it by the way. Really liked the Trent Reznor soundtrack too. But back to talent management.
So, here is the thing that got my recruiter blood swirling and really was the heart of the emotional storyline in The Social Network…
What’s the better business move from a talent management standpoint?
- Hire the loyal – perhaps innovating – upstanding, rule-following, competent worker who just can’t seem to move your money-maker forward fast enough (aka Facebook “co-founder”, Eduardo Saverin). Good, fair, can get it done… just not fast.
- Or go with the coked-out rockstar who has a magic touch AND drives results. I mean he really gives your business the shot of adrenaline it needs to make it big (aka Facebook owner and Napster aficionado, Sean Parker). He is a bottle of risk you will have to swallow, however.
The question is as old as time really.
So what do you think? I’d love to hear.
I think it really is a matter of one thing: what stage is your business at evolutionarily. Not revolutionarily… but evolutionarily. Anyone can start a revolution. There is no prototype. Most think the loud, too-cool-for the room, wear-it-on your sleeve, let it all hang out of your pants types are the only ones who can push the revolutionary button. Not true. Not true. Not true.
Anyone. Can. Start. A. Revolution.
All it takes is an idea to start a revolution. Some courage helps. But really, revolutions start by ideas not personality types, stereotypes, or prototypes.
Evolutions – the stuff that is cemented by results, the stuff that takes your company to the next level or keeps your company at its current level (if that is you strategy), usually takes a certain personality trait. In The Social Network… that “next step” evolution could only happen with the superstar who could get the result (no matter how much you had to clean up afterword).
So, lessons from The Social Network:
- Brains and Brawn make nice bedmates
- One idea can create a Revolution
- One personality can prop your corporation into its next Evolution
- Growth is not neat
- If you want to be a strategic HR Rockstar – you better start to flex your muscles and prepare to hold back someone’s hair while they proverbially puke
Classy: no.
Pretty: definitely not.
A means to your company’s next end: YES.
Dawn, this post rocked!
You pose an excellent question; who’s going to get you the results you want? The slow and steady or rambunctious go-getter? Like you said, it really depends on what stage your business is in. New businesses want to get as many good results as they can, but it takes some time. There’s a fit for every business, and yes, that HR rockstar better be able to flex some muscle in whatever situation!
Thanks for sharing! Look forward to more of your posts!
Possibly the post title ever!
I really believe that this all depends on the culture of the organization. If the culture is mostly full of risk takers & that is what management believes is the best way to do business- then they are going to take more risks with who they hire. The opposite is true for those with a more conservative perspective in how they run their companies.
@Ty– You rock too! Thanks for the shout out. Stage of business is the key. Sometimes slow and steady is the right path…some times a little rock and roll. Pragmatically speaking, I’ve sometimes only had a 6 month strategic HR plan because I knew biz needs would change.
@Laura Glad you liked the title!
@Gina Culture is big. I forsee cultures that don’t embrace some risk though grinding out slowly.