People Scaling: Leadership Index and Culture Survey

The indulgence every person seeks from their Senior or Reporting Manager is to help them achieve more; while this might be a selfish motive if observed from the spectrum of self-interest, it benefits a lot of the environment around. A good student inspires other peers just like a great employee would do, in addition to providing disproportionate advantage to the organisation. So what comes in between?

Seniors or Managers are not gods, and the more ignorant one is, the higher the chances to avoid scaling their juniors for the fear of not only being overtaken, but also spilling one’s own limited knowledge. Hence a lot of filibuster but no scaling techniques taught.

The second reason of impact when Managers are average is the push to make everyone adopt into what I call the ‘Average Culture’ at work. Workplaces often resemble the average of what societies are made up of, unless someone is clearly deselecting the average Joe. But the pronounced attitude to pick, highlight and even demand average people makes workplaces boring, monotonous and then becomes a culture. While the Pareto Principle is true, it truly does one thing; it keeps everyone happy other than the ones who want to do things beyond everyday.

Leadership teams often succumb to this phenomenon; they are average, the people around them are so, hence there is no push to scale people. The brightest are either sneered or given the toughest tasks to prove how fallible they too are… the loss is only for the org and the founders or shareholders who have invested into the vision.

Coaching for People Scaling approaches are the in-thing, and for reasons which no longer need to be described and explained. So how can we find this culture within our organisations to correct them or lead to a sustainable growth story?

The Leadership Assessment for the Leadership team combined with the Culture Survey can highlight the exact gaps within specific levels, functions or locational segments to initiate improvements alongwith responsibility gaps within leadership using the Leadership Index. Scores above the 70th percentile can be assured of being truly good, while the rest might need to undergo culture initiatives, beginning from the top.

But why? Because productivity is the output of a People Scaling culture. Consider an organisation where the average productivity is 20 units. The org will need to keep hiring more people and hence incur more direct and indirect costs to add more productivity to its scores. And that statement should definitely make some of our CFOs sit straight now! Compare that story with one where atleast 30% have a productivity of 30 units. A 15% productivity increase is also a 15% employee cost savings, not to forget the intangible benefit of pushing an improved work culture.

So when would you want to begin? Reach out to me as I coach and transform businesses reach higher echelons of productivity using Pexitest Leadership Assessments and Culture Survey to guide organisations to glory. The rest shall be switching the bright minds with more average Joe’s.

Author of Reasoning Our Choices and co-Founder, & a passionate Leadership Coach