When Do You Trump the Outcome of a Proven Process?

If your HR is anything like my HR, you have processes. If your organization is anything like my organization, you have people. If your people are anything like my people, they have professional opinions, personal opinions and their own views of the world.

When personal opinions and personal views of the world creep into a professional work place process, my position is to let the process run its course and to keep the personal stuff out of it, especially if the process is a proven one.

So, what if  the proven process runs its course and, in the end, the outcome is called to question. What if the outcome MAY be perceived as detrimental to the integrity of the program? In a perfect world, processes established would always support and honor the integrity of the program but, we are human, we are not perfect and it just doesn't always work that way.

At this point, there are two choices: accept the outcome or recommend a trump of the outcome. There are pros and cons to each and neither is without its repercussions. Weigh them out. 

• How did the process produce this outcome?
• Why is there an issue with the outcome? Is the issue valid?
Where does the program value lie: in the process or in the outcome?
• What are the risks in compromising this? What are the benefits?
• Is your organization willing to accept that? Are you?

Hard questions for a hard decision. The answer is often not very clear. So, quiet the noise, trust your gut and do what you feel is right.

If your instinct is anything like my instinct, it will never steer you wrong.