Hire someone bigger than you are

During orientation at my first job at a creative agency, some fellow newcomers asked what sets this agency apart from the rest. “Hire someone bigger than you,” the general manager responded. Leading someone bigger is a true test of ego and leadership. Easier said than done. But what does it mean to be “bigger”? It can mean different things in different situations. Is it leading someone stronger at a domain, someone more visible in their achievements, or simply someone different from you?

??Lesson 1: Leading someone stronger

What is a leader's role when your team members excel at their crafts more than you do? One crucial role is to create an environment where these talents can thrive. In the creative industry, young superstars often come up with groundbreaking ideas that outshine those of veterans. Their out-of-the-box thinking and fearless attempts, unbound by previous references, bring fresh perspectives to product marketing. I've seen managers handle this in various ways. Some critique these ideas with countless evaluation criteria, smoothing out all the edges and making extraordinary ideas ordinary. Others take the ideas and present them as their own. The best leader I've seen steps back, sets the stage for these young talents, introduces them to senior leaders, and submits their names for awards without stealing the limelight. This reflects true servant leadership. Such leaders rarely face hiring challenges, as great talents stay with the team or refer other exceptional individuals.

??Lesson 2: Leading someone more visible

I also encountered an organization that advocates for “invisible leadership.” Here, the organization is led by vision, not by individuals. No one should feel like they are being led by another person. Everyone can be a leader in response to a situation. This concept is similar to agile organizations, yet it stems from the Chinese philosophy of Wu Wei. There’s more to it. When we hire diverse teams, their ways of operating might clash, and their value systems might differ. In a conventional workplace, the manager is expected to resolve these conflicts and find a way forward. In this case, the invisible leader doesn’t make the final call; instead, they focus on building the team's culture and let the team resolve issues according to their cultural code and vision.

??Lesson 3: Leading someone different

When someone solves a problem differently than we do, we often think they are not good enough. But how often is it just that they solve it differently? When we think we've hired someone bigger, it might just be a mirror of ourselves. I still remember a talented UX designer reaching out to my former manager for advice on a UX research plan. The designer mentioned how she had collected feedback from many colleagues and adjusted the plan accordingly. My manager responded, “If I were doing this UX research, I’d approach it differently with a list of considerations. But you are the leader of this project, so ignore my ways and do it your way.” He boosted her confidence to do things differently instead of following the norm. Years later, I’m still inspired by how he empowered the team to have the courage to be different.

Hiring someone bigger than you. Early, middle, and senior managers probably feel very differently about this statement. Yet, at every level of the journey, I believe there is always someone better out there. It’s not about me. It’s not about comparison. It’s about how much impact I can bring by empowering others.

You always hire people who are bigger than you are, we shall become a company of giants. - David Ogilvy

#ServantLeadership #Empowerment #Leadership