“I am convinced that nothing we do is more important than hiring and developing people. At the end of the day you bet on people, not on strategies.”
~ Lawrence Bossidy, former COO of GE.
Congratulations on your quest to find your golden unicorn – that person who is a cultural fit and can do the work you need so your team and company have the key talent necessary to move to the next level.
Before you even get to the interview process, however, what do you need to know first?
- You must be clear on what your and your company’s vision, mission and values are.
- You must know how you have the company structured, or how you want it to be structured.
- You must understand your strengths and weaknesses so you’ll know what you should delegate to the new role.
Why do you need to know all of this? After all, you just need someone to fill the open position, right? If your company is to grow, then you as the leader must step out of being the Go To person for every decision. If you don’t, your company will stagnate at the level of your personal capacity.
The move from being a leader of followers to a leader of leaders is a huge step for anyone – whether they’re in corporate or a business owner. And to be effective, you must have key talent, that “Golden Unicorn,” in place so you can trust them to get the daily tasks completed while you focus on the bigger picture, the strategy necessary to accomplish your dream. So, you’re not just filling an open position, you’re putting someone in place who will help you and your company grow to that next level. They must not only be able to do the work you need them to do, they must also fit into your company culture and be willing to take ownership of (not just buy into) your company’s vision and direction.
So for this week:
- Look at your vision, mission and values – how clear are they? Do they talk about who you as a company are, where you’re going and what you’re doing now? Do you and your employees easily understand them and can say them from memory?
- Review your organizational structure for your team or your company. Are you divided into products or services, positions (all the sales people under one area), or some other structure? How will this new person fit into the structure you have created?
- Write down your strengths and weaknesses. Be honest. Do you have someone on your team whose strengths are your weaknesses? Are they complimentary to your skills, or does everyone have the same strengths you do? How balanced is your team? In addition, write down all the tasks that need to get done. Which of them fall into your strength set and which into your weaknesses? Give your weaknesses to someone else on your team so you can focus on those areas that you can do really well, really quickly, and differentiate your company from others.
Why is this important? Golden Unicorns already have good jobs. So you must be a company that attracts Golden Unicorns to you. Are you a company full of Golden Unicorns or full of donkeys? Golden Unicorns don’t last long at a company full of donkeys. Creating the culture that attracts Golden Unicorns is vital for the success and scalability of your company and team.
To listen to me talk about this in the Insider’s Guide to 5-Star Customer Service Telesummit – click here.
This is the first in a four-part series on Hiring the Golden Unicorn. Next week we’ll be talking about the questions you need to think about when creating or filling the position – focusing on the skills, competencies & behaviors required for them to succeed.
What have you done to create the culture you desire in your team or company? Share with us!
For information on leadership, Hiring the Golden Unicorns, Emotional Intelligence & Negotiations, Strengthening your Inner Genius, or any of our programs, call us at 682.200.1412 or go to http://www.apexmastery.com/