In our last blog, Developing a Winning Team, we started looking at three basic areas to focus on, when combined, that will help develop a winning team — the hiring formula, firing, and inspiring.
Do you and your team have a “hiring formula” or process?
Hands, Head, and Heart
Unlike sports, work teams spend more time evaluating the hands (skills) and head (knowledge) of the candidate. What about the all important heart (attitude)?
Sports teams recognize the importance of the player’s heart fitting the culture. The attitude and behavior that he or she brings to the team is key for a winning team. One bad apple can spoil the whole basket of apples.
So, as you look at your hiring process and requirements, this simple formula will help with the evaluation of the candidate’s hands, head, and heart.
This formula will help you RATE an individual during your interviews and evaluations.
Relationships + Attitude X Talent + Expectation = Performance
Let’s take a closer look at the formula.
People usually don’t fail because they can’t do the job, but because they can’t get along with others on the team. Kurt Einstein in Success magazine says of this important characteristic in a work-related situation: “87% of all people fail, not because of capability, but because of personality.”
If you work with people, you must have the ability to interact positively. If you work alone, you may not need too many relational skills. Take a look at a few questions for your hiring formula and just as important some thoughts for you as the leader.
- Can you talk to people easily?
- Are you listening to them?
- Do you have a sense of humor and ability to laugh at yourself with out being sensitive and defensive?
- Will you enjoy people and working with them?
- Are you warm and approachable?
The leader must exemplify certain relational essentials.
First, you must respect your team and staff. They will not only absorb your respect, they will reflect it back to you.
Second, you need open and honest two-way communication on all issues. Open communication establishes an atmosphere of trust that’s essential if a group is to function as a team.
This is the tiebreaker for selecting team members in the hiring formula. If interviewing or selecting team members who are equal, their attitudes will always determine my decision. It doesn’t matter how capable a person is, if he has a negative mind-set, he will be destructive to the team.
A negative mind-set manifests itself in a critical spirit and nonsupport of other team members. If I ever sense this is a problem, that person will soon be looking for a new job. I can help a person improve his abilities, but only she can change her attitude.
Look for these 3 things in helping your team become more productive:
- Talent — What are they good at?
- Interests — What are they fascinated by?
- Values — What do they believe in?
Interests and values pretty much determine how and to what extent one uses her talents. It is a fact we are not equal in dislikes.
The ability of the leader and/or employer to discern the gifts and abilities of potential members is essential for the success of the team.
This is the biggest reason we need to spend more time understanding the talents and strengths of our team.
A leader needs to share what his team members can expect of him, and the team needs to know what’s expected of them.
Here are some examples of expectation topics:
See you next week with part three, as we dive into the difficult decision of releasing someone — the firing.
Let’s Get Better!
- How are you doing with your hiring formula and selection process?
- Do you have a formal list of talents and strengths for the role and culture in your team playbook?
- Does your hiring team understand what to look for?
For more in depth study, please dive into the book from Dr John C Maxwell, Be a People Person, Effective Leadership Through Effective Relationships.