?? ???????????? ???????????????? ???????? ???????? ???? ?? ??????????????, ???????????? ???????? - Part I

He was dapper when he came in. Smooth talking, great resume, great education, great looks. He gave us the kind of first impressions that love songs talk about. We were hooked. Scratch that – we were in love with our idea of him. Soon enough he had joined my growing team.

???????? ???????????? ?????? ???? ???? ?????? ???????????? ???????? ?????????????????? ???????????? ???????????????? ?? ???????? ????????, ???? ????????. It cost me work-relationships. It caused stress and sleepless nights for me and I am sure, for him as well. And it really hurt my team’s happiness and productivity. And oh yeah, at performance review time, I got a ???????????? small bonus that year.

??????’?? ?????? ???? ??????????. ???? ?????? ?????? ?? ?????? ???????????? ???? ?? ?????? ????????????. He was just a bad fit for my team, from a cultural, skills and capabilities perspective. He didn’t buy into me as a leader, didn’t buy into my vision and he covered for his performance by actively sabotaging me. And I just wasn't able (or capable) of managing through this effectively.

???????? ????????????, ?? ?????????? ???????????? ???????????????? ?????????????????? ?????????? ???????????? ???? ???????? ?????? ?????????????????? ?????? ???????????????? ???????? ???? ??????????. I was also coaching him for performance, rather unproductively, while trying to figure out how this whole nightmare could end. It was a mess, y’all. In the end, we all lost time, money, happiness and didn’t smash our goals.

???????? ???????? ?? ?????? ???????? ???????? ?????

??????????????????? ?????? ???????? ???? ??????????????, when it is clearly a poor performer. Poor performers are still distracting, but at least it is easy to put them on a performance improvement plan or move them out of your team.

? ?????? ??????????????????, ?????? ???????? ???? ???????? ???????????? ??????, ???? ???? ??????????????, ???????? ??????????????????. The subtle employee issues are the hardest to overcome because they are tough to put a finger on (or to discipline.) They end up becoming a fabric of your team’s culture which has long-term implications on your team’s ability to hit your goals, consistently. They are:

?? The team member that just gives enough to get by, but not to excel,

?? The one that is disengaged and doesn’t participate in anything,

?? The negative one that makes it difficult for you to rally your team or,

?? The one that is difficult to work with (and consequently creates tension and conflict.)

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?? ???????????? ???????????????? ???????? ???????????? ???????????????? ????????

1?? ?????????????? ?????? ???????????? ?????????????? - How often have you gone into an interview, without an interview template? That is, a list of the exact questions that you need to ask, in the exact order they need to be asked?

Not having an interview template causes managers to hire the wrong candidate because they fall prey to a) their incorrect memory, b) their personal biases c) hiring off of first impressions or d) getting taken by the halo effect.

?????? ???????? ???????????? ?????????????? ???????? ?? ???????????? ?????????????? ?????????????? ???? ???????????????????? by a particular aspect of a candidate; their appearance, their credentials or their interests, that it colors all their other judgements – good or bad.

2?? ???????? ???? ?????????????? ???????????? ???????????? ???????? – KSAs are the Knowledge, Skills, and Abilities needed to successfully do a job. Knowledge is what you know. Skills are what you can do. Abilities is how you go about doing it. All 3 are critical to evaluate in a candidate so failing to evaluate all three can result in a bad hire.

???? ?????? ??????, ?????????? ?????? ?????? ?????????? ???? ???????? you should be considering; KSAs needed to do the job well (job KSAs) and KSAs needed to elevate the effectiveness of your team (team effectiveness KSAs.)

?????? ??????????????, an accountant needs to be able to do their accounting job well (?????? ????????.) However, if your team has other accountants that are great at data analysis but poor at forecasting, then your hire needs to bring this unique skill to the table (???????? ?????????????????????????? ????????.)

3?? ?????????????? ???? ???????????????? ???????????????????? – I know, you know, that the wrong mix of workstyles can hurt your team’s efficiency, effectiveness and happiness. Have you seen teams that are personality duplicates of each other? Usually, those teams don’t smash goals.

Different work-styles are an important element of diversity. Having people that act, think and interact differently propels your team towards reaching its goals faster.

I’ll extend this thought by borrowing from a common psychometric tool, DiSC. Ask yourself; “Do I have a blend of all 4 styles on your team?” If your team leans too heavy on one or the other, you miss out on the benefits of all 4 styles.

???????? ?????? ?????? ??, ???????????????????? ?????????????????? ???????????????????? ???? ???????? ???? ???????? ????????. ???????? ???????????? ???????? ?? ?????????????? ?????????? ???? ??????.

?? ???????????????? - Active, fast paced and assertive – This work style will help your team execute quickly and move towards your goals, faster.

?? ?????????????????????????????????? - Questioning, logic focused and objective – This work style will help ensure that your team is taking the most logical and effective path towards your goals.

?? ???????????????????? - Thoughtful, moderate paced and calm – Their reflective style will help ensure that your team is executing consistently, the right way, and with minimal errors.

?? ?????????????????? - Accepting, people focused, empathizing – They will help keep your team energized and engaged as you move towards your goals.

??Which work style is your predominant one? What about your team, do you have a blend of all 4?

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???????? ???? ???????????????? ???? ???? ?????? ???????????????? on how to build an approach that will help you AVOID these 3 common mistakes so you can hire the right candidate, each and every time.

???? ?????????? ???????? ?????????????????????? ???????? ?????????? ??????????. Dominant? Conscientiousness? Steadiness? Influence or a blend of which two?