News UPDATE - Elliot Yeo now an Eagle

Who do you want more?

  • YOOOOO

    Votes: 34 29.3%
  • Conca

    Votes: 19 16.4%
  • Why don't we have both?

    Votes: 63 54.3%

  • Total voters
    116

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This has probably been posted already, but hey, I thought it'd be nice to change the topic.

Some Nice Elliot Yeo Draft Combine Stats:

Kicking Assessment (i.e. Yeo is skillful like Dayle Garlett)

1 Shane Nelson 97%
2 Elliott Yeo 87%
2 Alex Brown 87%
2 Jordan Lockyer 87%
2 Dayle Garlett 87%

Agility Run (i.e. Yeo is nippier than Chad Wingard)

1 Elliot Yeo 7.80
2 Ahmed Saad 7.86
3 Shannon Taylor 7.99
4 Lachlan Dalgleish 8.02
5 Ben Kennedy 8.04
6 Hayden Crozier 8.08
9 Chad Wingard 8.13

Standing Vertical Jump (i.e. Elliot can jump, Yeo)

1 Elliot Yeo 78
1 Nicholas Naitanui 78
2 Shannon Taylor 76
3 Rory Taggert 75
4 Jimmy Webster 74
5 Dylan Orval 73
6 Chad Wingard 72

The kicking accuracy stat is meaningless. Shane nelson is the biggest butcher by foot I have seen, yet he holds the record at the draft combine
 
The kicking accuracy stat is meaningless. Shane nelson is the biggest butcher by foot I have seen, yet he holds the record at the draft combine
Yeh i know, i was just trying to turn the thread back to Yeo and away from arguments about human resources and universities.
 

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I remember one role where the position requirement was "a leader who could change the organization fundamentally" in a firm that had identified "we have become somewhat moribund and incapable of change and effective realization of true organizational weakness".

This was many many years ago and they contacted me for the role. Psych testing had me in the top few percentile for all key traits but the one "negative" that worried them was a "tendency to be overly direct under intense pressure perhaps without sufficient concern for the feelings of others"....

So they needed a single minded individual to fundamentally change things "no matter what" (their words) but baulked at a psych profile that said "he might be a bit harsh"....

I'd be happy to debate the weakness in organizational psychology v reality any day :)

That business went with a *******. It was bought by my business an few years later for a fraction of its worth ...


haha your perception of how that transpired is pretty interesting.

but yeah organisational psychology is hardly a precise science, personality questionnaires deal largely with people's self-reported job-related preferences. these things are fluid, your answers may change on a different day. but overall, depending on the measure used and the context it's used in, they tend to be fairly reliable in the short term. the real aim though is to get as much information as you can from variety of sources and cross-examine it to get a clearer picture of who the candidate is, and whether the data is accurate - so, you wouldn't have been rejected based solely on your personality test score - if they had concerns about that they would have contacted your references and asked them about your leadership style, considered what sort of answers you gave to behavioural questions in the structured interview, and/or looked at how you interacted with people during an assessment centre.

i can't say whether it was a mistake for that company to not hire you, i mean who knows what sort of attributes the other candidates possessed. i know you think they were a *******, but perhaps they were also in the top percentile of scores and had a softer, more transformational leadership style. the thing is, yes hard decisions need to be made but they can be made without treating people in a harsh manner. and i know we can laugh that off as feel-good, touchy-feely bullshit, but it is important for building a positive, all inclusive culture. i can definitely see how an abrasive/harsh leadership style might alienate some subordinates, make them disengage, lower satisfaction, create higher levels of stress (and organisational change is a stressful enough time as it is, not to mention the numerous health concerns associated with it) or it might even be perceived as bullying by some people - which are all things that have been shown time and time again to lead to negative organisational outcomes such as high turnover, poor performance, absence from work, and compensation claims etc.

that said, i can see the value in bringing in someone who may be a little rough around the edges, but has a proven change management track record, for a short term contract just to get the company through the change. though if they wanted to hire a leader for the change and beyond... then i can see why they may have had some concerns about that, depending on the company's goals/values/type of culture they wanted to develop.

i also agree that there can be a real gap between and what research suggests is good practice and what is practical and realistic. some of the phd/masters theses my classmates wrote were real interesting, but utterly pointless because they could never be applied into a real world setting. i'm mostly interested in safety - and that bridge between working productively and working safely is a constant challenge.
 
saw this pic on the brisbane board from 2012

7306104364_8e1a7c4185.jpg


jeebus....thats him in the middle right?

didn't look like a happy chappy.
 
saw this pic on the brisbane board from 2012

7306104364_8e1a7c4185.jpg


jeebus....thats him in the middle right?

didn't look like a happy chappy.
it looks like he's drinking Carlton Dry or one of the other rancid CUB lager offerings - definitely don't blame him
 

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He looks far more developed than he was when drafted. has stacked it on nicely imo
 
Are you a lawyer, or have you just watched too many courtroom dramas?

Your posts are an excellent illustration of the difference between communicating elegantly and communicating effectively.
Replace lawyer with politician and then this post nails it.

Anyway moving on, I see the guy as the dashing half back we don't really have, I mean Schofield is good, but he's been inconsistent of late and obviously Waters and Butler are not quick.
 
You guys are really starting to warm to Yeo, that's good. In fact, some of you are starting to now recognise that 28 was a good deal for you.

So, in the spirit of community why don't you throw in some cash under the table, too? We REALLY need that.


We will give you money for airfares... to send Daniel Rich home.

Yeah?
 

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News UPDATE - Elliot Yeo now an Eagle

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