Two Secrets of Success for the Self-Employed

1. Be good at what you do.

2. Be good at promoting what you do (or hire someone who will do that for you).

- from The Four Purposes of Life, by Dan Millman

Talent Hunt-Getting it Right

Recruiting and getting the right "talent" in organizations is one of the most important leadership abilities.  Whether the buzzword is "talent management" or "human resources", it all comes down to having the right people.

A recent post in Workopolis blog "New Rules for the Talent Hunt" highlighted how the job market is changing, with tips for recruiters and candidates.  From this post, I found 3 key components that I feel are really critical to be aware of, when you are a leader searching for the right people:

a. Hire a person, not a resume.  Spend time getting to know people in interviews: who they are, how they will contribute, and how well they will fit into your organization.

b. Getting it wrong can be costly. "Hiring the wrong person will cost you 2.5 times that person’s salary."* Getting it right is worth the reward of the time you invest in really getting to know people in interviews.

c. Fulfillment is the new corner office. Employee happiness (and productivity) is a result of fulfillment on the job. Engaged employees achieve more. Beyond hiring the right people, invest in keeping each person engaged and thus, achieving results on the job. Find out what is important to each person individually, to maintain fulfillment in his/her career.

* Source: Society of HR Management 2007

How to Choose Engaged Team Members

As a leader, you may often wonder how to make a decision between two capable employees about which one to hire or retain.

 

I have a racing sailing team and my criteria for selecting those team members is the same as the criteria I have used for hiring (and firing) employees. Here are 3 key characteristics to look for when assessing who you want to have on your team:

1. Commitment. People who are truly committed are consistently present and engaged. They show up fully. They have their heads in the game 100%. You can sense when people are truly dedicated in this way; and, on the flipside, when they are not. Trust your intuition in assessing someone’s level of engagement.

2. Fit. People with complementary strengths form the best team, and may provide a healthy source of conflict. Rather than a homogeneous group of people, having differing opinions and attitudes will create a stronger contribution to the whole. At the same time, you want team members who play well together, to minimize the destructive potential of conflict. Also:

• Consider culture (the way we work around here) and values (what’s really important to us) and how your team member will fit in within that framework.
• Assess the individual’s personality and how well it fits the job.

3. Skill and Aptitude. Of course, you want people who have the ability to do their job. Although, I have engaged team members who did not have 100% of the requirements for the job, but had the aptitude and desire to learn and bridge the gaps. As long as you sense a good fit and high level of commitment, know that attitude and personality often weigh more in the long term since these attributes are inherent in individuals and not learned traits.

• Wouldn’t it be preferable to have someone who shows up consistently, plays well with others and is growing into their role, than someone who is capable of doing the job but is consistently absent and is destructively confrontational with others?

When I am choosing a team member for my sailing team, I assess the racers with these 3 attributes. Commitment and fit are as important as skill and aptitude. Whether you are selecting a new team member, a new board member, or making a difficult decision to let someone go, consider these 3 attributes to assist your decision making.

How do you assess these 3 characteristics? Communication, through active listening, questioning, while focusing on understanding others and always, always, maintaining respect.

Greatest Strength as Greatest Weakness

Working with career professionals who are engaged in career searches, I often hear that the most dreaded job interview question is: "What is your greatest strength?" followed by the inevitable "What is your greatest weakness?"

Through the coaching process, my clients become quite clear on their strengths, and can confidently answer the "greatest strength" question.  It's interesting how many realize that their greatest strength is, also, their greatest weakness.

For instance, someone who is a detail-oriented perfectionist, has strengths in her attention to detail, thoroughness, and organizational abilities. On the flipside, her attention to detail can become a weakness when she spends too much time on the details, and doesn't produce results.

Someone who, like me, is results-oriented, has strengths in her ability to produce, fast. Remember the adage, when you want something done, give it to a busy person? The downside comes in when she realizes she consistently takes on too much, for her own good. Or, when she powers through projects without attending to details or the big picture.

Someone who, like me, is able to see both sides of a situation, has strengths in her ability to provide objective feedback and a different perspective. The flipside is that she can often be wishy-washy and indecisive.

Awareness is the precursor to choice. Being aware of our strengths can lead to clarity about our weaknesses, and with this awareness, we can choose to balance our approach. 

Coaching Challenge:

Consider asking the greatest strength and greatest weakness questions of your staff, in your next one-on-one meeting, or in a performance appraisal. Greatest strengths and greatest weaknesses can coincide. Instead of focusing on the weakness, see how you can turn it around to see the strength, and harness it for greater results.

Weekly 1 Hour Time-Outs for Leaders

Check out this advice from the Behavioural Coaching Institute:

"All leaders, especially today, need to develop the discipline to engage in a weekly 1 hour time-out meeting with themselves and a leadership/executive coach.

With leaders dealing with all kinds of internal and external challenges, many consider themselves too time poor to stand back and consider today's serious issues deeply and to honestly appraise their leadership. Yes, leaders find this difficult and many also claim any time spent on such reflection is a luxury that they cannot afford. However, this is a huge mistake if they take this posture. These leaders are failing themselves, their teams and their organizations.

The invaluable 'time out' from their 'game time' should be used with their coach to reflect upon their actions, what they have learned, what they have not been doing, what more they could do and how they can achieve that end."

Carving out an hour each week to reflect, refocus and re-engage is a discipline I know works, from personal experience.  When I take the time for it.  Whether it is with a professional mentor coach, or when I self-coach. What works for me is to use an hour at the end of each week, to reflect on what has worked for the last week, and plan where to focus my efforts for the next week.  With time-outs, I am much more productive and focusing on what really matters.

Coaching Challenge: What "time-out" discipline will help you become a better leader?