What is my best option for on-boarding and retaining a new associate: using Option Solving?

Two weeks ago your editor described his meeting with the leader of a local professional office. The office had done pretty well over the years, but had been through some hard times since the recent Great Recession. This had placed a cap on many things and put many normal things on hold while its team weathered the storm. Now things were beginning to turn around, it was time to rethink repositioning for the future.

Changes included the hiring of a new associate who was about to replace another associate who was moving on. And so the office leader needed to formulate a new rational question, which turned out to be as follows: “What is my best option for on-boarding and retaining a new associate; considering 1) another premature departure could be catastrophic on staff morale, 2) recruiting a new professional is a tough business, 3) lose momentum and morale yet again, and 4) an opportunity for me to recalibrate my leadership approach?” Now we were back to four primary considerations, so as not to make the decision too complex. The composite question allowed for as many dimensions as possible that could affect a positive outcome.

Again the office leader was now challenged to create two yin and yang “bookends,” which would serve as extreme possibilities. Such bookends would then help focus that leader’s intuitive faculties toward the most realistic options. Bookends like these are vital for preventing people’s fertile intuitive minds from wandering and losing focus away from the issue at hand.

The yin and yang bookends that surfaced were: “Let new person sink or swim” and “Use Golden Handcuffs contract for 2-3 years,” both of which seemed unacceptable possibilities. However, they again would serve the purposes of sparking more realistic possibilities – see our Latest Worked Example on the blog site.

With these in place, they gave the office leader the required creative, intuitive thrust to develop at least five realistic options, so as to stretch the number of possibilities. In this case six were produced, which helped pinpoint all the possibilities. They then turned to emotional distancing to help flush-out the best optimum solution. Feel free to review their potential six in our Latest Example, one of which was: “Option-E: Hire two associates to work in a pair and reinforce each other.”

With their “pictogram” potentially ready for a decision point, they now pursued that emotional distancing: which can be a couple of hours, several hours, or end at “getting-out-of-bed-time” the following morning: a great time for an epiphany. Emotional distancing would allow their intuitive minds to sub-consciously review their full range of options against so many of their similar life experiences and choices; thereby seeking an optimal solution. What option would you have chosen?

If you have an example of your own, please share it with this blogger, through the COMMENTS area.  Thanks Option Solving. (NOTE: Next posting will be in two week’s time: “What is my best option for minimizing the “damage” from a senior associate’s departure?” Let’s have your COMMENTS or go to peter@ileadershipsolutions.com to connect with the blogger. Also consider buying the book: “Smart Decisions: Goodbye Problems, Hello Options” through amazon.com)


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