A short YouTube micro-lecture (Daily Burst of Knowledge) by Anthony Onesto (Feb 14) arguing that HR leaders should identify and reassign organizational "misfits"—employees whose passions lie outside their assigned roles—rather than forcing conformity. He cites Adam Grant's suggestion to read resumes from the bottom up to surface side projects/passions and uses Hermey (from Rudolph the Red-Nosed Reindeer) as an illustrative example; concludes that technologies and methods can help HR match passion with talent.
Chapters
Hey, everyone, it's Anthony Honesto. And this is my daily burst of knowledge for today. Tuesday, February 14th. Happy Valentine's Day to everyone out there thinking about organizational misfits. And Adam Grant had a, you know, talks in his book Originals in a couple of blog posts about this idea where, you know, he suggests reading from the bottom down in terms of resume. Right? So the passions, the stuff that you do on the side, and this is pretty prevalent in the creative industry where you're, you know, you want to look at what are people doing outside of the daily jobs. But I think for successful HR leaders now and into the future, really figuring out, you know, there's a great cartoon, you know, every year around Christmas, you know, Rudolph the Red Nosed Reindeer, and there is a character in there called Hermey who's an elf in Santa's workshop. And by the way, the guy who runs Sanders Workshop, really bad leader, right? Always constantly yelling at the elves, really like, Santa needs to do a better job recruiting. But anyway, so Hermes actually want of the elves and he doesn't want to be an elf. He's not passionate about being elf. He actually wants to be a dentist. And of course, every elf in that world needs to work in Sanders workshop. So he's definitely an organizational misfit. But the idea is, can, you know, HR leaders in the future? How can we surface the Hermes in our organization or how can we place Hermey into that dentist role or something that he's super passionate about, Right? So instead of looking at purely like, what are the skill sets and what are the needs and looking at resumes chronologically, we're what are the things that make Hermey special and get him really super passionate about what he does? And that's the job of HR leaders. We need to be able to surface that talent, surface that knowledge in organizations. And there are technologies, methodologies out there that can help do that, but that's the HR of the future. Can we look at organizational misfits and really drive this crossroads of passion and talent? So that's my daily burst for today. Thanks, and we'll see you tomorrow.
