The GITO Approach

MindMagine
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  • Management
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The future of work, one shift at a time. Each episode of the GITO Podcast applies the GITO Approach (Govern, Innovate, Transform, Optimize) to a specific improvement or awareness reshaping how organizations operate. #TheFutureOfWork

Episodes

  1. Ep. 3 — The New Hire Who Was Exceptional in Interview

    5d ago

    Ep. 3 — The New Hire Who Was Exceptional in Interview

    There is a pattern that appears reliably across industries and geographies. Someone impresses every interviewer. References are strong. The offer is accepted. Six months in, the results do not match the promise - and neither the manager nor the new hire quite knows how to say so.The interview process, in most organisations, is optimised for performance in interviews. Not performance in roles. The gap between the two is real, measurable, and largely predictable.Research on selection validity consistently shows that unstructured interviews - which remain the dominant hiring method - are among the weakest predictors of job performance. What gets selected for in a conversation is often very different from what the role actually requires: the ability to navigate ambiguity, to build relationships without a script, to deliver results in an environment that looks nothing like the structured exchange that produced such a strong impression.In high-context environments, invisible barriers compound the problem. Cultural expectations around authority, directness, and initiative shape how capable people show up in their first months - often in ways that read as underperformance to a manager who does not share the same frame.The question worth sitting with: does the selection process in this organisation measure what people can do in a structured conversation, or what they will do in an ambiguous role?Part of the GITO Podcast Series by MindMagine. New episodes every second Tuesday.

    19 min
  2. Ep. 2 — The Trust Contract

    May 18

    Ep. 2 — The Trust Contract

    There is a moment in most high-performing careers when something quietly shifts. The person still shows up. They still deliver. But the discretionary effort - the initiative, the ideas nobody asked for, the staying late because the work mattered - that stops. And they can often identify the exact moment it stopped.This is what a broken trust contract looks like. Not a resignation letter. A private recalibration.The psychological contract governs every employment relationship. It is the layer beneath the formal one: the unwritten expectations that hard work will be recognised, that stated values will actually govern decisions, that a person will be treated as a human being rather than a resource. Research by organisational scholar Denise Rousseau established decades ago that when these expectations are violated - even subtly, even unintentionally - the withdrawal of discretionary effort is immediate and often permanent.The cost is measurable. Disengaged employees cost organisations an estimated 18 percent of annual salary in lost productivity. In high-context cultures, where direct feedback is moderated by hierarchy and relationship, the pattern is particularly difficult to name before the damage compounds.The question worth sitting with: what has this organisation asked people to believe - and then quietly not believed itself?Part of the GITO Podcast Series by MindMagine. New episodes every second Tuesday.

    18 min

  3. May 4

    Introduction to the GITO Approach

    Think about the last significant improvement initiative your organisation ran. Not whether it succeeded on its own terms, but whether the problem it was designed to solve has stayed solved. If the answer is yes, you are in an unusual position and I would genuinely like to know what you did. If the answer is no, or more honestly, if the answer is "we haven't checked"; then you are in the place where this series begins. The pattern is not a judgment. It is not evidence of poor leadership or bad strategy or inadequate investment. It is evidence of something more fundamental: an organisation that has been solving problems without yet learning to see the system those problems live inside.That is what we are here to change.

    21 min
  • 3 Episodes

About

The future of work, one shift at a time. Each episode of the GITO Podcast applies the GITO Approach (Govern, Innovate, Transform, Optimize) to a specific improvement or awareness reshaping how organizations operate. #TheFutureOfWork

Information

  • Creator
    MindMagine
  • Years Active
    2K
  • Episodes
    3
  • Rating
    Clean
  • Copyright
    © MindMagine
  • Show Website
    The GITO Approach