Comments on: Stopping Brain Drain https://cruciallearning.com/blog/stopping-brain-drain/ VitalSmarts is now Crucial Learning Fri, 05 Mar 2010 17:04:54 +0000 hourly 1 https://wordpress.org/?v=6.5.2 By: Lindsay Wagner https://cruciallearning.com/blog/stopping-brain-drain/#comment-708 Fri, 05 Mar 2010 17:04:54 +0000 http://www.crucialskills.com/?p=541#comment-708 Joseph, I appreciate your specific examples of how to express the data for maximum listening and influence. While you do suggest more work on the part of the person who’s facing the problem he inquires about, it’s a good reminder that when we want something to change it takes time and focus to present our view (as well as doing the research for accuracy) in a way that compels others to pause and take notice. Again, the specific examples are of great assistance.

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By: Joseph Grenny https://cruciallearning.com/blog/stopping-brain-drain/#comment-707 Thu, 04 Mar 2010 18:06:18 +0000 http://www.crucialskills.com/?p=541#comment-707 Thanks for the perspective, Bean. I think I’m less sanguine than you about people’s consciousness of the unintentional design of their data stream. A fascinating study by Dean Karlan at Yale showed significant changes in voting behavior in a Virginia election after households were simply provided a free copy of either the Washington Post (liberal) or Washington Times (conservative) newspapers for a couple of months prior to the election. If people are changing their voting behavior dependent upon what paper is dropped on their doorstep, is it possible we’re not as conscious of the unintentional “design” of our data streams? I suspect more than we think. What do you think?@bean sagof

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By: Joseph Grenny https://cruciallearning.com/blog/stopping-brain-drain/#comment-706 Thu, 04 Mar 2010 18:01:10 +0000 http://www.crucialskills.com/?p=541#comment-706 Thanks–I’ll have to update my mental database. Five years ago I worked with a large IT group (about 3000 people) where overtime for nonmanagement was required–these were nonexempt employees. But your point about the other effects of understaffing/turnover are even more crucial to document and use to augment executives’ data stream as well.@mike

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By: Joseph Grenny https://cruciallearning.com/blog/stopping-brain-drain/#comment-705 Thu, 04 Mar 2010 17:59:08 +0000 http://www.crucialskills.com/?p=541#comment-705 Excellent example, Jim. I think we sometimes assume executive omniscience and don’t realize they are as subject to uninformed opinions as the rest of us. That’s why we who work below them in organizations often attribute malicious motive to decisions that may have simply been ill-informed. There’s a difference between being evil and being ignorant. You assumed the latter and exerted influence as a result. @Jim Nowlen

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By: Marty https://cruciallearning.com/blog/stopping-brain-drain/#comment-704 Thu, 04 Mar 2010 17:58:12 +0000 http://www.crucialskills.com/?p=541#comment-704 It is also important to determine whether your staff are leaving for the “same” position or if they are going for a promotion or a job with a different scope. My times leaders don’t have all of the facts surrounding this and the salaries and jobs aren’t true comparisons.

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By: Jim Nowlen https://cruciallearning.com/blog/stopping-brain-drain/#comment-703 Thu, 04 Mar 2010 16:43:59 +0000 http://www.crucialskills.com/?p=541#comment-703 I agree with others about Overtime pay for many of our core talent. At least in my organization, we don’t pay overtime. Most of us just work extra time to make up the deficit.

But, it is true that changing the ‘data stream’ can have a profound effect. In our organization, shortly after the economy crashed, we decided to put all projects on hold. Many of them had been funded and IT equipment had been purchased and brought online for the effort. In many cases, the annual cost to continue duplicate support far exceeded the cost to finish the projects. Executives were of the impression that support costs for older hardware; that being replaced; was insignificant. We took the time to gather the actual costs related to all of the older equipment to present to our executive team. Armed with that information, they were able to fund some of the dropped projects with the savings we would achieve from retiring our older infrastructure. Further, they created a term, “The Snowplow effect” to describe the cost of duplicate infrastructure. The the long term impact is that we’ve changed the corporate culture. Bottom line, we changed our executives data stream to influence our corporate bottom line.

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By: bean sagof https://cruciallearning.com/blog/stopping-brain-drain/#comment-702 Thu, 04 Mar 2010 00:56:01 +0000 http://www.crucialskills.com/?p=541#comment-702 “We each live in a certain ‘data stream.’ The stream we live in brings us certain information. We read certain newspapers, attend certain meetings, receive certain reports, and interact with certain people. These sources of information profoundly affect our behavior. They set our mental agenda—decide what we care about, what we worry about, and what we believe is true.”

certainly when we’re younger we’re forced to live in a well-edited data stream, but this quote represents an error i’ve seen vitalsmarts make before: they rarely distinguish an adult (who takes responsibility for that stream’s impact (i.e. for their perspective)) from a child (who does not.) we tailor our stream and those are choices made with intended consequences. if the senior managers are worth their salt, then they’ve considered the alternatives and have decided against them.

in this case mr. grenny is aware of the data that should have streamed (assuming previous crucial convos) and also addresses the change in perspective that can happen when you change your stream (to that of the senior managers). it’s just trust for senior management’s position that lets one off the hook, although in a perfect world one’s input would make a positive difference.

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By: Patricia Gonzales https://cruciallearning.com/blog/stopping-brain-drain/#comment-701 Wed, 03 Mar 2010 22:54:23 +0000 http://www.crucialskills.com/?p=541#comment-701 A false public face where turnover are concerned can be fabricated as well. By “restructuring” you don’t see personel lost during position consolidations and so the “data” can be tainted whether purposeful or not.

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By: mike https://cruciallearning.com/blog/stopping-brain-drain/#comment-700 Wed, 03 Mar 2010 18:41:53 +0000 http://www.crucialskills.com/?p=541#comment-700 Your statement “The six-month hiring gap has left us paying overtime at a higher rate to cover her work.” surprised me. Professionals in high tech do not receive overtime. Slack would be picked up by coworkers. This overburdens those left increasing their stress causing schedules to slip due to conflicting priorities and lack of resources. This can possibly increase the rate of departure or just slowly “pour off the cream” if projects are not impacted senior management can only ask “what’s the problem.”

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