Building High Performing Teams
My apologies as I have been behind in writing my blog for this week. Largely due to jet lag (my body clock has struggled to adjust to North American time) and a heavy workload upon returning to the office. There is also a bit of me that misses being in Paris. I never thought I would enjoy my time there as much as I did ... I seem to have fallen in love with Europe and look forward to more opportunities to explore.
I digress :) so back to the topic this week which is hiring and creating effective teams.
As we all know, the quality of the people we hire make the difference between surviving and excelling; it does not matter whether it be a dental practice or a large corporation.
I often get asked about my hiring philosophy so here it is: Hire the right people and get out of the way!
Most of my days are spent as a coach who helps people get up when they stumble (or even a swift kick in the behind when they doubt themselves). Otherwise I stay out of the way.
The challenge is what does the "right person" look like? Secondly, what if you end up hiring the wrong person?
Well, let's answer the second question first: Building high performing teams also requires that you hire with passion and fire with compassion. The people who are really good at recruiting and hiring get it right less than 50% of the time. The toughest part is accepting that we have to make a change when we hire the wrong person.
The "right person" maybe different for each of us. For me, this means someone who can look in the mirror and be comfortable in saying "these are the things that I do well and these are the things that I struggle with". In my experience, people who can "see themselves in the mirror" grow and evolve in their roles quickly and relate to my leadership style. I also have to make sure we have the environment for the "right person" to want to work in.
Come to think of it, I tend to surround myself personally or professionally with people who are like that - honest in their assessments of themselves as well as others. Needless to say, I am often the subject of their amusement. :)
I will explore this discussion in more detail in my next blog...If you have any questions, send it to me in the comment section below and I will try to address them in the continuation of this topic.
I digress :) so back to the topic this week which is hiring and creating effective teams.As we all know, the quality of the people we hire make the difference between surviving and excelling; it does not matter whether it be a dental practice or a large corporation.
I often get asked about my hiring philosophy so here it is: Hire the right people and get out of the way!
Most of my days are spent as a coach who helps people get up when they stumble (or even a swift kick in the behind when they doubt themselves). Otherwise I stay out of the way.
The challenge is what does the "right person" look like? Secondly, what if you end up hiring the wrong person?
Well, let's answer the second question first: Building high performing teams also requires that you hire with passion and fire with compassion. The people who are really good at recruiting and hiring get it right less than 50% of the time. The toughest part is accepting that we have to make a change when we hire the wrong person.
The "right person" maybe different for each of us. For me, this means someone who can look in the mirror and be comfortable in saying "these are the things that I do well and these are the things that I struggle with". In my experience, people who can "see themselves in the mirror" grow and evolve in their roles quickly and relate to my leadership style. I also have to make sure we have the environment for the "right person" to want to work in.
Come to think of it, I tend to surround myself personally or professionally with people who are like that - honest in their assessments of themselves as well as others. Needless to say, I am often the subject of their amusement. :)
I will explore this discussion in more detail in my next blog...If you have any questions, send it to me in the comment section below and I will try to address them in the continuation of this topic.
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K Mah