WANT THE RIGHT PEOPLE?

No matter how innovative your product or service is in your company, you are bound to fail without a team that believes in the area of your company's expertise. Yet, we still make mistakes.?

I remembered some time ago, one of my senior employees handed in his resignation, and I missed the warning signs. It's time for change during these challenging conditions.??

Going over much contemplation, I decided to decisively adopt a culture based on showing up for each other as a team member.

You may have outstanding competencies, but you will not be the desired member if your heart is not in it "The Company culture."?

For Managers and Directors to avoid having the non-desired member of the company, spend the next hour to assess whether the people who surround you share these five qualities:

They help?identify your blind spots?and make you a better conductor.??

They are?multidimensional?and know how your business operates from different perspectives.???

They are?multipliers?– trusting team builders who know how to scale.?

They don't "play" office. They recognize their liability for other people's careers, paychecks in need, and their livelihoods.?

They?show up?for the rest of the organization and make others in the business stable and vital.?

When your team drops short

Too often, Directors and Managers make hiring judgments based on their desire for a particular experience set – often forgoing logic in the process. I learned several best practices which help you stay informed as you build a team committed to your values and purpose.

Look for the cultural fit:?An employee's competencies may be acceptable or excellent but are they influenced to support what your company is striving towards. As a leader in the company, you need to place the right employee from within the company at the position he best fits. If you do not find an excellent fit, you would have clearly defined the characteristics of the people you need and make sure that HR ultimately recognizes that message.?

Create positions for great people:?we are a high-growth company, and not having an open position is no excuse for not hiring the right person (if one is not from within). Do what is necessary to find a role this person can reshape without disrupting the company. Once streamlined, give those that do not support this new culture a permanent vacation.??

Know your ABCs:?Every quarter, evaluate how many A, B, and C professionals are on the team. If short on As, you may find that some good people are simply in the wrong roles. Work with them if you feel they could succeed in another function.

Grow your own:?Your next great executive colleague could be working in your office now. Rising stars on your internal team are prosperous compared to those outside the organization. They already comprehend and believe in your company's intentions and may have already contributed to creating them.?

Encourage referrals:?If you have great people on your team, they presumably have equally impressive networks. Consider making time at your next executive meeting to ask your team to identify the people they admire most in their networks and compare to company needs.?

Ideally, the characters who surround you share the same sense of purpose you do. It's great that your team is talented and knowledgeable, but if they don't engage in the culture you value and support your vision, they hold you back.