Comments on: Why Most Corporations Homogenize Remarkable People, Part 3: Empowerment vs. Marginalization

By: Professional Destiny » Why Most Corporations Homogenize Remarkable People, Part 5: Identifying Strengths

Tue, 22 Jun 2010 13:18:20 +0000

[...] the first installments of this “Homogenization” series, I’ve written about the problems of marginalizing vs. empowering people and the difference between “spiky” and well-rounded skills. Let’s go a step further and [...]

By: Professional Destiny » Why Most Corporations Homogenize Remarkable People, Part 4: The Danger of Management Consultants

Tue, 26 Jan 2010 16:29:45 +0000

[...] to fit into the “system”? (See earlier posts I’ve written about the unfortunate problem of homogenization in the workplace, “spiky” skills, and empowerment or lack [...]

By: Valerie Hausladen

Valerie Hausladen — Mon, 16 Nov 2009 01:48:24 +0000

@Susan: I agree with you 100% that homogenization often starts in school and that saving money each year in the taxes used to support schools is not necessarily saving money in the long run. Thanks for your insight!

By: Valerie Hausladen

Valerie Hausladen — Mon, 16 Nov 2009 01:39:34 +0000

@John: Great question regarding the ever-present legal environment encouraging a cookie cutter approach while causing a tragic downside in fully tapping into an employee’s gifts. I believe the answer is not in an “either/or” situation but using the power of the word “and.” A truly gifted leader will incorporate fairness AND allow for the expression of one’s “spiky” gifts. The leader must be insightful and courageous to do this well.

By: John Leveritt

John Leveritt — Mon, 16 Nov 2009 00:53:59 +0000

I can’t help but wonder if the homogenization of which you speak might indirectly result from the “egalitarian” ethos under which our country functions today. Could this homogenization be Corporate Americas’ response to the societal medium in which it exists. Thus, to avoid the threat of lawsuit, boycott, bad press, or viral smear everyone is treated “equally” and no one may be treated “differently”. Is it possible for a company to encourage “enlightened” leadership or “spikiness” without incurring the wrath of one special interest group or another let alone one governmental bureaucracy or another? Might the “cookie cutter” approach to talent management be perfectly understandable from a legal standpoint and yet as you indicate ultimately tragic from another perspective?

By: Susan

Susan — Sat, 14 Nov 2009 00:31:12 +0000

This homogenization starts in school — early. It is difficult to handle creative, out-of-the-box people in an overcrowded classroom. I don’t blame the teachers, they have their jobs to do and it is not to allow 35 kids to run amok.

As taxpayers, we need to keep in mind that the school system is the progenitor of the future leaders. When the tax increases come on the ballot, don’t automatically vote the measure down. Every day a creative, thnking person is denied an acceptable outlet is another day where that frustrated talent seeks to find another way to express it.

By: frank caropreso

frank caropreso — Fri, 13 Nov 2009 23:08:51 +0000

wow. what a word. Although, you have mentioned that “homogenization” is a common term, it isn’t common for me. Maybe i’ve just put my head down and was doing diligent work. But, the disingagement idea happened to me when my “out of the box” ideas were dismissed despite the excellent results my efforts brought. I was simply ignored. And, I did feel marginal and trivial–a contrarian in a sea of “yes” people.

The toughest part to understand is why on earth do that to anyone in the first place, isn’t your success company success? I guess not. Anyone perceived as rocking the boat needs to be reeled in even if it means destroying the bottom line.

By: Charles Pixley

Charles Pixley — Thu, 12 Nov 2009 11:38:58 +0000

Finding a career transition under extreme economic conditions:

http://ny1.com/9-staten-island-news-content/ny1_living/employment/108290/determination-key-on–the-street-/

Visionary Leadership is a LOVE driven mission,
which requires bravery, wisdom, ability to create understanding, persistence, creative and innovative to generate extraordinary success
and an ability to endure profound failure.

Perhaps you know the perfect career fit for me?

Kind regards,
Charles Pixley
charlespixley@rocketmail.com
585 217 2191

By: claes

claes — Thu, 12 Nov 2009 06:33:16 +0000

You are right, we call it “zombiefication” where the company has a narrow way forward and the top managers want to kill all other ways besides their own (normally by stripping all authority all they way down” which they do not have time to execute properely. Hence you get a old fashioned and “dead” company full of living dead people. The owners do not like it, the customers do not like it, the employees do not like it, But nobody has the energy to break the status quo and “Yes men” that do not cut it are afraid someone who knows will come in and “clean house”.