Identifying those who most naturally align with the self-managed ethos

Challenges of Hiring in Self-Managed Organizations

A bad hire is someone who is a chronic complainer, who is not happy, who blames others, who doesn’t take responsibility, who’s not honest, who doesn’t trust other people. A bad hire would be someone who needs specific direction and waits to be told what to do. A poor hire would be someone who wasn’t flexible and who says, “It’s not my job”.
...from 'Reinventing Organizations' by Frederic Laloux

Challenges of Hiring in Self-Managed Organizations

A bad hire is someone who is a chronic complainer, who is not happy, who blames others, who doesn’t take responsibility, who’s not honest, who doesn’t trust other people. A bad hire would be someone who needs specific direction and waits to be told what to do. A poor hire would be someone who wasn’t flexible and who says, “It’s not my job”.
...from 'Reinventing Organizations', Frederic Laloux

Why Self-Managed Organizations Need Pathfinders

Pathfinders align perfectly with self-managed organizations where, to give just two examples:

  1. the reality of increased autonomy needs to be paired with elevated responsibility and accountability, and
  2. people need to be self-directed and capable of figuring what needs to be done across multiple roles.

Why Self-Managed Organizations Need Pathfinders

Pathfinders align perfectly with self-managed organizations where, to give just two examples:

  1. the reality of increased autonomy needs to be paired with elevated responsibility and accountability, and
  2. people need to be self-directed and capable of figuring what needs to be done across multiple roles.

The Pathfinder Assessment

When presented with opportunities and challenges, Pathfinders choose innovation over the status quo. Their drive to forge new paths benefits the whole enterprise, aligning perfectly with the self-managed paradigm in which autonomy pairs with elevated responsibility and accountability.

The Pathfinder assessment has been designed to test for the key skills that define a Pathfinder.

Validated using psychometric best practices and iteratively refined with experts and pilot participants before statistical testing.

The Pathfinder Assessment

When presented with opportunities and challenges, Pathfinders choose innovation over the status quo. Their drive to forge new paths benefits the whole enterprise, aligning perfectly with the self-managed paradigm in which autonomy pairs with elevated responsibility and accountability.

The Pathfinder assessment has been designed to test for the key skills that define a Pathfinder.

Validated using psychometric best practices and iteratively refined with experts and pilot participants before statistical testing.

Benefits to a Self-Managed Organization

  1. Enhanced Recruitment Success: Streamline the hiring process to identify candidates who most naturally align with the self-managed ethos.
  2. Boost Retention: Identify individuals with the critical perspectives and aptitudes required for long-term success within the unique culture of a self-managed organization.
  3. Continuous Learning and Insight: Gain a deeper understanding of the attributes that contribute to employee success, informing ongoing human development and recruitment strategies.
How it Works

Other Use Cases

  1. Transformation: for traditional hierarchical organizations contemplating the transition to self-management. How do your current employees match up against the Pathfinder attributes? Who will be good leaders through the transormation process? How ready is your organisation to transition?
  2. Acquisition: for self-management organizations evaluating potential acquisition targets. How does the talent of target companies stack up against the Pathfinder attributes? Are some companies a better match than others?
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Benefits to a Self-Managed Organization

  1. Enhanced Recruitment Success: Streamline the hiring process to identify candidates who most naturally align with the self-managed ethos.
  2. Boost Retention: Identify individuals with the critical perspectives and aptitudes required for long-term success within the unique culture of a self-managed organization.
  3. Continuous Learning and Insight: Gain a deeper understanding of the attributes that contribute to employee success, informing ongoing human development and recruitment strategies.
How it Works

Other Use Cases

  1. Transformation: for traditional hierarchical organizations contemplating the transition to self-management. How do your current employees match up against the Pathfinder attributes? Who will be good leaders through the transormation process? How ready is your organisation to transition?
  2. Acquisition: for self-management organizations evaluating potential acquisition targets. How does the talent of target companies stack up against the Pathfinder attributes? Are some companies a better match than others?
Contact Us