Often when we have challenges with an underperforming team member, we can quickly feel frustrated at the gap. When team members are struggling in their role it can drain time and energy from the team. It limits productivity, progress, and results. It takes organizational resources trying to get a team member up to speed.
We can feel exhausted considering how to get them to produce the results that we need from them.
(Note: Does that feel a little 2.0? Meaning, 2.0 leadership that looks at people as result producers or there are done?)
To have a high performing organization we need high performers, but try to trace that back to leadership and how leaders grow high performing organizations.
In today’s podcast, David Phillips and Christy Geiger are going to talk about three key steps in hiring great talent who do a great job and created great organizations. Really, as leaders, it is our job to cast clear direction and to set people up for success. When we are doing that well, we close performance gaps and set everyone up for greater success.
WHAT DO TO…
1) Clarity on direction, vision, and need
- Direction: where are we going? What is our big cause that is compelling us to do what we do?
- Vision: what does it look like?
- Need: who do we need to get there? What players are needed on the team to make that happen?
2) Strong selection
- Hard skills (competent in the tactical skills that are needed to do this rile)
- Values match (growth mindset, process-driven, change agent, etc.)
- Soft sill (leadership, communication, delegation, relationship skills, etc.)
3) Solid onboarding: 30-60-90 days
- mentor them to understand the company direction, vision, values, and culture
- review their role and key responsibilities, what success looks like
- connect them with support systems and resources,
- empower/clear path for them
- set performance measurables and co-design accountability
Book: First 90 days
Hiring can be challenging …. however with a strong clarity on where you are headed and why this role is important will help you to translate that value to this important team member you are bringing it.
Let us know your golden keys for hiring? What have you found that helps you to communicate well and hire well?