Why You Need to Hire People Who'll Call You Out!

Hey, Subscribers!

Today, I come to you with a hard truth... The employees who are easy to work with, the ones who rarely push back, and make you feel like a genius at every team meeting? They’re not helping you grow your business. In fact, they may be quietly stifling creativity, suffocating innovation, and causing your best talent to walk out the door.?

The Pitfall of Agreeability

Surrounding yourself with ‘yes men‘ is like living in an echo chamber. When everyone agrees with you, you’re not getting the critical feedback that drives innovation. Take Steve Jobs , for instance. He didn’t become one of the greatest innovators of all time by surrounding himself with people who told him his ideas were perfect. He thrived on debate, dissent, and a good, old-fashioned argument now and then.

Companies that thrive today are hiring people who aren’t afraid to speak up, even if that means telling you your latest marketing campaign is lame.

Your Leadership Style Is the Problem

Before we blame our employees, let’s take a look in the mirror. If no one on your team dares to challenge your ideas, it’s not their fault—it’s yours. You’ve likely created a culture where dissent is punished or, at the very least, frowned upon. Think about it: if every suggestion is met with an icy glare or passive-aggressive comment, who’s going to risk rocking the boat?

Great leaders don’t just tolerate feedback—they invite it. They hire people who can tell them when they’re wrong and push them to think differently. As Jeff Werderman (yes, the guy who went from Coca-Cola to Pentel of America) says, “The best employees are the ones who aren’t afraid to bruise your ego a little. After all, a little ego bruising is a small price to pay for ideas that can transform your business.”

Why You Need Employees Who’ll Call You Out

Imagine this: You’re about to launch a new product, and your entire team has been nodding along for weeks, assuring you it’s the best idea since sliced bread. But at the last minute, the one brave soul who’s been biting their tongue finally speaks up. They tell you the product design is outdated, the marketing strategy is tone-deaf, and the social media campaign is a disaster waiting to happen.

Ouch.

Now, you could get defensive, dismiss their feedback, and plow ahead with your launch. Or you could listen, make adjustments, and avoid a potential public relations nightmare. Hiring employees who’ll call you out isn’t about fostering chaos—it’s about creating an environment where the best ideas rise to the top, even if they’re not yours.

How Agreeability Hurts Innovation

A study from Northwestern University found that too much agreeability in teams harms creativity and innovation. When everyone agrees, teams are less likely to explore new ideas or challenge the status quo. And guess what? Your competitors are probably already hiring people who don’t just nod along—they’re hiring people who argue, debate, and disrupt.

If you cling to old-school leadership tactics where authority is never questioned, you’re setting your business up for failure. The most successful companies today—think Tesla, Netflix, and Amazon—thrive on diverse opinions and heated discussions.

How to Hire People Who Challenge You

So, how do you ensure you’re not filling your team with agreeable zombies who’ll let you drive your business into the ground? Start by hiring for opinions, not just skills.

During the interview process, don’t just ask about qualifications—ask candidates to critique one of your current projects. See how they respond.? Do they have the guts to tell you something isn’t working? Do they offer constructive feedback? Do they offer examples of what they’d do differently?? If so, they’re worth considering.

Once they’re on the team, give them the freedom to speak up. Build a culture where feedback isn’t just encouraged—it’s expected. If no one pushes back, it’s a sign that something’s wrong.

How Recruiters Can Help You Build a Bold Team

This is where recruiters come in. A skilled recruiter doesn’t just fill a role—they’re looking for the right mix of skills, personality, and, yes, a bit of rebellion. They know how to sift through candidates and find the ones who aren’t afraid to tell you when you’re off track.

Recruiters can help you identify those rare gems who push back constructively, helping you innovate and grow. They’ll make sure you’re not just hiring for technical skills but also for people who bring bold, diverse opinions. Think of them as your secret weapon for building a team that will keep your business on its toes.

Takeaways for the Brave CEO

1. Stop hiring agreeable people: If everyone’s nodding, no one’s innovating.
2. Create a culture of feedback: Your team should feel safe calling you out—even if it stings.
3. Value opinions, not just skills: The best hires are the ones who make you think twice.
4. Encourage debate: Healthy disagreement drives better decisions.
5. If no one’s challenging you, you’re the problem: Reflect on your leadership style and fix it.

Hiring employees who’ll call you out isn’t a luxury—it’s a necessity. Your best ideas often come from those who aren’t afraid to tell you your worst ideas. So, if your team isn’t pushing back, it’s time to shake things up before your business flatlines.

Have you had an employee who saved you from a disaster with tough feedback? Or a team full of nodders who let you go down the wrong path??Share your stories and tips on LinkedIn! ?And don't forget to check out our latest podcast featuring marketing powerhouse (and ex-Coca-Cola brand guru) Jeff Wederman.?

Cheers!

Ken