Organ Donor Rejection

A strange title for an HR blog, however an important concept in the talent recruitment world. What happens when a star player from one organization is transplanted into another and fails?  The proverbial organ rejection.

Well intentioned, measured, and executed. It should be a good fit.But its not.

Often times failing organizations look to fix their operating issues by transplanting in a high performing individual, and they fail. The hard part is the individual may have the skills and attributes, maybe even seem to be a good fit and then the unfortunate happens…the organization doesn’t accept the donor.

On a Macro level the rejection has less to do with the individual and more to do with systemic and perpetuated practices and beliefs around how the work should get done. On a Micro level it plays out in disagreements or conflict on a regular basis. Statements like “they don’t get it” and “if they only understood how we do things around here” get bantered about. the reality is in most scenarios the individual is brought on to change those very behaviors that are so cherished and revered. Resistance to change leads to resistance to the newbie…and eventual rejection ( the person leaves out of frustration or gets fired).

From the individuals viewpoint they are there for a reason, to make things better. They have done it before so why can’t they do it again? And then they run into the brick walls and the pushback. One might say just keep pushing or ignore it, but you can’t  for any length of time and may only accelerate the rejection…

So many folks try to find middle ground – evolution not revolution. Change slows down to a crawl and then the very reason they were brought in gets neutralized. Eventually leading to rejection for not making changes.

So what is an individual to do…I wish I had the perfect answer, and no don’t buy that best seller because what worked for them probably wont work for you…

For the organization the real change need to happen at the leadership level…embracing the change, accepting new and different ways…the onus is on them, not the individual…

Seems simple…and its the hardest thing for any organization to do. Look in the mirror and accept what they really see…

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