- Adam Grant On Interviewing to Hire Trailblazers, Nonconformists and Originals | First Round Review
“By default, companies are built in the image of their founders, which is why it’s vital to proactively introduce diversity of thought… ‘What happens when startups get successful and grow is that they become more and more vulnerable to the attraction-selection-attrition cycle, where people of the same stripes are increasingly drawn to the organization, chosen by it and retained at it. The way to combat that homogeneity creep is to proactively infuse the culture with originals, who have the will and skill to think differently'”.
- How to Hire | eShares
Four principles and six heuristics on hiring. Some of them are counter-intuitive, and all of them turn what we think we know about hiring on its head.
- Your Company’s Culture is Who You Hire, Fire, & Promote | @DrSepah
The writer presents a powerful Performance Value Matrix based on the following with the following categories and rules: Incompetent Assholes (Fire Fast); Competent Assholes (Remediate or Separate); Incompetent Nice Guys (Manage or Move); Competent and Outstanding Nice Guys (Praise and Raise).
- The No Asshole Rule: Part 1 | HuffPost
There are myriad costs to keeping employees who engage in demeaning behaviour in an organisation: From how detrimental they are to the mental and physical health of their colleagues, to the overall undermining of learning and organisational effectiveness.
- Why I Wrote The No Asshole Rule | Harvard Business Review
“My father always told me to avoid assholes at all costs, no matter how rich or powerful they might be, because I would catch their nastiness and impose it on others. I learned, as an organizational psychologist, that his advice is supported by research on ’emotional contagion’: if you work for a jerk, odds are you will become one”.