As the Talent Acquisition Manager for Ultimate Performance, my primary goal is to attract and retain top talent for our organisation. But in today's competitive job market, this requires more than just a compelling job posting or a competitive salary. It also requires strong leadership and a culture of ownership within the team.
This is where the principles of extreme ownership, popularised by Jocko Willink and Leif Babin in their book of the same name, can be particularly useful. According to Willink and Babin, extreme ownership means "taking full responsibility for everything that affects your team, including successes and failures." In other words, it's about taking control of your own actions and outcomes, rather than blaming external factors or waiting for someone else to take the lead.
So how can the principles of extreme ownership be applied to your internal talent team? Here are six ways to get started:
- Take responsibility for your own performance: As a member of an internal talent team, it's easy to blame external factors for any setbacks or failures in the recruitment process. But true ownership means acknowledging your own role in the outcome and taking steps to improve. This could mean setting more realistic goals, seeking out new training or networking opportunities, or simply being more proactive in your approach. For example, if you're having difficulty filling a particular role, rather than blaming the job market or the budget, take a step back and evaluate your own processes. Are you targeting the right candidates? Are you clearly communicating the value of the role and the company? Are you providing enough support and resources to your team? By taking ownership of your performance and actively seeking ways to improve, you'll be better positioned to achieve success.
- Communicate clearly and effectively: Effective communication is key to success in any industry, and recruitment is no exception. This means being clear and concise in your messaging, whether you're talking to candidates, clients, or team members. It also means actively listening to others and being open to feedback. Good communication can help build trust and strengthen relationships, which is essential in the recruitment process. It can also help prevent misunderstandings and miscommunications, which can lead to wasted time and resources.
- Set clear goals and expectations: Without clear goals and expectations, it can be difficult for candidates and clients to know what to expect from the recruitment process. By setting clear targets and outlining the steps needed to achieve them, you can create a sense of ownership and accountability for all parties involved. For example, if you're working on filling a specific role, make sure you understand the job requirements, the desired skills and experience, and the timeline for making a hire. Then, communicate this information clearly to your team and to the candidate, and hold yourself and others accountable for meeting these goals.
- Empower your team: As a leader within your internal talent team, it's important to empower your team members to take ownership of their work and make decisions. This means giving them the autonomy and resources they need to succeed, as well as providing ongoing support and coaching. By empowering your team, you'll create a culture of ownership and accountability, and you'll also foster a sense of ownership among team members. This can lead to increased productivity, better results, and a more positive work environment.
- Foster a culture of ownership: A culture of ownership starts at the top and should be cultivated throughout the organization. This means setting the example of taking ownership and holding others accountable for their actions. It also means creating an environment where team members feel comfortable speaking up and taking initiative. By fostering a culture of ownership, you'll create a sense of shared responsibility and accountability within your team, which can lead to better results and a more cohesive and successful team.
- Continuously improve: Finally, the principles of extreme ownership require a commitment to continuous improvement. This means regularly reviewing and assessing your recruitment processes, seeking out new opportunities for growth, and being open to change. The recruitment industry is constantly evolving, and to stay competitive, your internal talent team needs to be willing to adapt and improve. This could mean implementing new technologies or processes, seeking out new training or development opportunities, or simply staying up to date on industry trends and best practices. By continuously improving, you'll be better positioned to attract and retain top talent for your organization, and you'll also create a culture of growth and innovation within your team.
In summary, the principles of extreme ownership can be a powerful tool for internal talent teams looking to drive better results, build stronger teams, and create a more successful and sustainable business. By taking full responsibility for your actions and outcomes, communicating clearly and effectively, setting clear goals and expectations, empowering your team, fostering a culture of ownership, and continuously improving, you'll be well on your way to success.
