People Advantage: Make Sure You Are Paying The Right Money to the Right People for the Right Work  - Before Implementing Expensive Leadership Programs

Many commercial, government and Not-For-Profit non-government organizations continue to struggle with attracting, retaining and developing effective leaders. Why? Because they do not adhere to fundamental logical common sense. The fundamental logical common sense action is to first ensure that the right money is paid to the right people for the right work!

Unfortunately fundamental logical common sense is not common. Why is this so?

Lack of Awareness

Many organizations assume they are paying the right money for the right people. They also assume that the work is clearly understood. As a result these organizations unknowingly pay too much to some people and too little to other people. They do this because they are unaware of the need to ensure that the work is clearly understood and has been clustered appropriately, by levels of complexity, into roles to be performed by people. This lack of clarity can stretch across the whole organization.

When organizations do not clearly define the roles to be performed they cannot determine what to pay people. And they cannot determine which people are the high performers and which are the low performers. No wonder so many organizations struggle to be competitive!

It is a downward spiral. The best people leave and over time the organization performance drops and it becomes increasingly difficult to attract and keep good performers.

When should leadership Programs be Implemented?

The logical common sense answer is: After, and only after, the organization has obtained independent advice that it is paying the right money to the right people for the right work.

 If verification is not sought there may be a significant risk that expensive leadership programs will have little positive impact on the competitiveness of the organization.

Dallas Burgess

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