Avengers Assemble!

I’ll be the first to admit I’m not a Marvel Fan.

But I do understand the idea of forming a super team.

It’s always wise to surround yourself with people who are more talented than you.

But it takes some humility, self-esteem and vision to proactively recruit that way.

Some leaders are insecure and feel threatened around others who are peak performers (we all know at least one).

Yet if you truly seek optimal results, put the ego aside and select the best.

If you agree with the premise up to this point, but don’t know how to achieve it, here are a few tips to get started.

1. Identify candidates with solid character that’s been proven over time

2. Find people who are self-aware enough to know their personal strengths and weaknesses

3. Past success (experience) matters more than formal education

People get hired for skill set, but fired for character issues.

That’s a quote from a past manager that sticks with me until this day.

You can teach skills, but finding someone with solid character that guides their decision making is priceless.

If there’s one aspect of leadership that stands out, it’s self-awareness.

If you don’t know yourself well, how do you expect others too?

Confidence comes from past achievements and building on that positive momentum.

Yet humility stems from realizing your shortcomings and reaching out for help in those areas.

When you find someone who is secure in who they are and the value they bring to the table snag them before someone else does.

Lastly, don’t over treasure education too highly.

Yes, if someone possesses multiple degrees and certifications it means they are self-disciplined.

But what’s taught in the classroom doesn’t always translate to the real world in terms of approach/results.

The industry worked in doesn’t matter as much as the experience itself.

I’ll take someone who is looked upon by their peers as a natural leader over a tenured manager any day.

One word of caution I’ve given to clients before is: to identify the leadership characteristics you’re looking for before you start hiring people.

That way you’re looking for people who fit the organizational culture (skill sets can differ) versus trying to make a square peg conform into a round hole.

Note that chemistry can be more important than competence in certain situations.

But if anything I hope this post helps you plan for your next hire(s).

Having talent is crucial to any team, but it takes great leadership with a proven process to retain as well as dismiss individuals who cherish me over we.

So if you’re building or trying to maintain your super team, but need help reply to this email and let’s get to work!

God Bless,

Scott

P.S. Stats don’t lie…especially when it comes to soft skills training!