By Mark A. Leon

I grew up with an overwhelming amount of imagination. I was the youngest of four and for the most part my parents loved me, but didn’t feel like going through the motions of involving me. From a very young age, I have been on my own to discover the world. This most likely has contributed to my nomadic and creative persona.

For the last decade, I have been motivated by a world of possibility. Not quite in the Houdini manner, but I look at organizations and I see potential outside the walls of accepted practice.

A number of years ago, General Electric (GE) coined the term “boundaryless”. That term has stuck with me throughout my career.

In 2008, the idea of a corporate community page on Facebook was taboo. In 2009, creating LinkedIn groups focused on building a skill specific talent community was silly at best. In 2010, a career experience blog highlighting individual success stories and telling the cultural story one person at a time was shunned upon. “What is the value added?”, “How is this going to help us hire people?” – These were the questions posed by the senior leadership or the naysayers.

In 1998, we had a challenge: How do we support our growth in Engineering and Product Development as a result of a major decade funded government contract? The solution: Let’s show them what we got. The idea was formatted for an on-site career fair and expo.

Here was the pitch:

1. We reach out to the professional sports teams, museums, theaters and radio stations asking for donations and participation.
2. We do a picture collage of the last 80 years and focusing on the number of generational families that have worked here.
3. We show off our state of the art 3D simulation studio.
4. We have hiring managers on-site to answer questions and do same day interviews.
5. We offer an inside look at the future of military design and development with plant tours.Impossible they said. You won’t get buy in from all the departments. We can’t interview people right off the street. This will be overwhelmingly expensive.At about $600 per attendee and 21 confirmed hires, this was a raging success. The answer was simple; we brought passion, culture and a very intimate personal touch to the candidate experience. If you drove by our facility, we looked like an old manufacturing plant gated in with no clue what was going on inside. Invite them in and they will come. They sure did. Almost 300 attendees on a Saturday morning.In the last 15 years, I have updated my resume once and have not seen the light of day of a job board. I am approached and on occasion I listen.The career choices I have made have been because of a few common trends.

   1. The recruiter provided me with an incredible candidate experience. Quick follow up, education on the role, deep interest in my background and love of their company.
   2. The hiring managers challenged me. They weren’t looking for a body with some technical or soft skills to fill a role. They were looking for individuals to partner and contribute to the growth and innovation of their teams.
   3. A set of values that were demonstrated in the words and actions of the team.

   I am very good at what I do and I know I have limitations. I work extremely well as an individual contributor, but thrive with a team that shares expertise and values support.

   We all have good and bad days, but the minute it becomes a regiment of mental clock in and clock out the passion dies and the wall come tumbling down.

   Do we need process? Absolutely
   Do we need checks and balances / QA? You bet
   Do we need mandatory training? Hmmmm, I suppose
   Do we need structured hierarchy? No always.

   What companies truly need is a human capital element that thinks and acts with emotion. The ability to care about your team, clients, supervisors, subordinates and cross functional groups is a gift. That gift will reverberate and send positive shivers down the spines of all you are in contact with.

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   Start each day with positive electricity and energize those around you.