During one of the open forums a question was asked about why we containing to actively to hire RCG even though large cuts are being made. The response was that we need fresh ideas from institutions teaching and researching the latest trends. This may be true but many of these great new methods/ideas will never make it far. They get rejected by the general direction of leadership that want to just follow their old 'BKM' even though its not the actual general industry current BKM/what is being taught at tier 1 schools. There are some FLM that recognize this but its even hard for them to push for any change needed.
Recently a RCG was discussing this with other peers. Why done we follow x practice? Why don't we hire people to fill role Y? Many other successful companies are doing it. The response is we just don't do things that way. I imagine they are frustrated at first but then eventually get numbed to to and follow the herd.
Part of the issue is that we don't have upper management that is pushing to incorporate new trends and processes into the system. They also don't have the background to be incorporating these ideas. In the past management did have this direction. I see old documentation and could tell things were being better managed and there was better overall direction. This no longer exists and there have been a lot more issues/roadblocks that have come up that didn't use to exist.
They get outside experts for the very very top, but middle/upper management is not hiring from the outside and garbing diverse experience from the outside. We just train RCG up with the old ways of doing things and fresh ideas never make their way up.
This may not be the case for all groups/ but I see this happening in some core groups.
They could really use an initiative like 'Bring the outside in' and not build entire departments by just training RCG and need to hire people with industry experience with some different perspectives and allow them to drive some much needed change.