OMS Consulting Partners, LLC

I recall being very surprised when working at Disney, and the criteria they recommended we use for hiring decisions. Disney had very specific recommendations, the strangest of which was that passion/enthusiasm for the brand (commonly called being 'pixie dusted' at Disney) was the MOST important qualification for applicants. In Agile, I have seen highly skilled teams with amazingly smart subject matter experts struggle while seeing teams who are highly motivated - enthusiastic neo-Agilists with much less subject matter expertise - quickly surpass the teams of subject matter experts and leave them far behind in a very short time. https://www.fastcompany.com/1837853/8-rules-creating-passionate-work-culture Fast Company magazine's "8 Rules for Creating Passionate Work Culture" includes the quote:  "Hire for passion first, experience second and credentials third". Quite different from the standard HR protocol, but who would you rather w...

Harvard Business Review conducted a 15-year longitudinal study and concluded: 54% of the companies they observed suffered a material drop in trust At a cost of at LEAST $180 billion and  At least 2% index score drop . What are the four main causes of lack of trust that creates a 'lying organization'? Weak cross-functional collaboration:    Silos cause almost a 6x increase in withholding or distorting of information. No effective process to gather decision makers into honest conversations about tough issues .  Organizations have to rely on rumors and gossip.  Interestingly, those types of companies found 71% of meetings to be unproductive Unjust Accountability Systems:    Organizations are 377% more likely to withhold or distort info if employee contribution measurement is seen as unfair. Lack of Strategic Clarity:   Employees are 283% more likely to withhold or distort the truth when there isn't clear alignment about what com...

More info on psychological safety, which was proven by Google to be the ONLY differentiator between great teams and the rest... https://www-youtube-com.btglss.net/watch?v=lmyZMtPVodo

Joshua Kerievsky, telling it like it is... https://www.linkedin.com/feed/update/urn:li:activity:6498233866598391808/ Joshua talks about the Toyota system, eliminating waste and a new kind of waste.... "Fake Agile" (also called "FrAgile" by many)

Harvard Business Review says "Let your Workers Rebel"! https://hbr.org/cover-story/2016/10/let-your-workers-rebel Excerpt: Few leaders actively  encourage deviant behavior in their employees ; most go to great lengths to get rid of it. Yet nonconformity promotes innovation, improves performance, and can enhance a person’s standing more than conformity can. For example,  research  I conducted with Silvia Bellezza, of Columbia, and Anat Keinan, of Harvard, showed that observers judge a keynote speaker who wears red sneakers, a CEO who makes the rounds of Wall Street in a hoodie and jeans, and a presenter who creates her own PowerPoint template rather than using her company’s as having higher status than counterparts who conform to business norms.

https://www.linkedin.com/pulse/office-politics-make-best-people-quit-oleg-vishnepolsky/ Sure signs that you work in a healthy environment free from toxic politics. 1) Leadership is open, fair, authentic, honest, friendly and supportive. 2) Failures and mistakes are treated as lessons. Finger-pointing is frowned upon. 3) Employees are trusted and empowered. 4) People are promoted and rewarded on the basis of their accomplishments, not political favors. 5) Leadership takes real risks for employees, stands up for them, gets them what they need, is there for them when they run into problems. 6) Best ideas win. 7) Employees come first.