Talent and Productivity Part 3

Ok.... Part 3 - looking outwards. 

In previous blogs, I talked about the differences that high performers can make in a company. Now let's talk about finding them.

Firstly, they are hard to find. That's why I say - always be looking. There is the right job for every person. In my experience, the probability of finding the right person for the job, culture, team dynamics, etc...is about 1 for every 50. At least! 

That's right...at least 50 interviews to get 1 person. If you are working with a search firm, great...as long as they thoroughly understand what you are looking for. Otherwise, you will have to do it on your own.

I also look for drive, energy, ambition as the main character traits. Without that, no matter how talented, it is difficult to excel. Like I mentioned in a previous blog: a diamond in the rough is charcoal. It takes thousands of years and tons of pressure before charcoal turns into a diamond. 

If you have a rapidly evolving work environment, I would tend to also look at a person's ability to look in the mirror and assess: these are the things I do right and these are the things I do wrong. People who can do that learn and adapt quicker than people who don't. 

If you have a repetitive, very stable environment, the above may not be the best members of your team. Like I said, each situation is different.

The point to this is: it is difficult to develop high performance teams because it takes time and constant effort. Take a look at some of the sports teams - it takes years to put together winning teams. 

That's why the biggest step: look inwards to what you need...and always keep looking around you for great team members.. It is not a static process but an evolving one.

As far as the interview - well, I can't share all my secrets. I will say though that one's true self usually comes out when dealing with stressful situations.  

I keep saying this lately...I will do my best to add more to this later...I just got back from a planning session in Las Vegas and I'm a little tired (honest, it was all work :) ).

Here is the addition to this blog. Something I thought would also be useful to read.

Before you even think about assessing people for a job, they have to pass through three screens. The first test is for integrity. People with integrity tell the truth, and they keep their word. The second test is for intelligence. The candidate has a strong dose of intellectual curiosity, with a breadth of knowledge to work with or lead other smart people in today's complex world. The third ticket to the game is maturity—the ability to handle stress and setbacks, and enjoy success with equal parts of joy and humility.

I then apply the "4-E (And 1-P) Framework'' for hiring that I've found consistently effective, year after year, across businesses and borders. The first E is positive energy. It means the ability to go go go—to thrive on action and relish change. The second E is the ability to energize others, and inspire them to take on the impossible. The third is edge, the courage to make tough yes-or-no decisions. The fourth E is execute—the ability to get the job done. Then I look for that final P, passion—a heartfelt, deep and authentic excitement about work.

Jack Welch

Hope this helps. But then again, what do I know? I'm just a guy making my way in this world.