Thread by @evanlapointe

PTO is a great approach to busting up the silly Pavlovian reward systems around “maximum busyness.”

But they need to be supplemented with equally effective systems for avoiding busyness while at work, too. Promotion needs a similar evolution. Here’s what I do...

https://twitter.com/kvlly/status/1366038686085881856

It’s called OVP for opportunity, voice, promotion.

Most companies are PVO. We promote people first, which gives them voice and opportunity.

That’s why 82% of people promoted to any form of management fail. It’s a dumb way to go about it.

OVP flips this around.

We start with opening opportunity up to everyone. We have a wiki of our challenges, issues, obstacles, horizons. Anyone can contribute, define, research, or tackle.

Those who successfully tackle opportunity get voice. And I mean anyone. If the janitor solves a problem, they get to come to more senior meetings where we proactively include them and extract their ideas and thoughts.

Those whose voice is insanely valuable get promoted. These are natural proven leaders who thrive in a leadership context.

There’s no question why they’ve been promoted and we are free to promote people 5 levels at a time rather than 1 at a time, a dumb phenomenon that pins our most brilliant thinkers down for years.

Using OVP, we can saturate our most critical strategic thinking with brilliant minds, not the org chart. We can run circles around competition using old manufacturing and military promotion approaches that aren’t just obsolete but guarantee losing top talent.

Hope that also helps, @kvlly