How do you decide which people you help grow? (Blog #45)

teams of employees

But how do you decide which people you help grow?

As I mentioned in blog post #44 for the next couple of weeks I really want to focus on how does one go about identifying the right people to have on your team. The ones that you want to help grow or work alongside. The ones you want to invest your time and energy in. And sometimes the thing that can confuse the situation the most is if the person you’re dealing with is nice. And I mean one of those people that are really, really nice. Yes, they’re humble. Yes, not only can they get the job done without insulting the shit out of everyone, but people look forward to working with them.

But is this enough if they’re not hungry? From what I’ve seen definitely not. Here’s why.

(By the way to get where I’m coming from when I talk about humble, hungry and people smart check out blog post #44 – Do you have the right people on your team? 3 ways to find out).

There I was in job #8 with a full-on marketing position that had me wearing many hats, from copy writer to event planner, social media planner, strategist, etc. And on top of that I was also expected to do the designing. At first I almost made the fatal decision to put the design hat on as well. And then I thought, if I try and be everything then I’ll be nothing. And then the question popped up in my head, do I even want to be a designer?

No.

I had no problem putting together a very detailed brief of what I wanted, but the designing itself wasn’t something I wanted to do.

I needed a designer. So once I learnt that one of our support people at work had some design skills we got him on board.

Initially, I loved working with him. He was great to work with and, at first, he also seemed quite eager to get involved as well. I could see it all coming together. Even the CEO suggested that he sign up for some design courses, which the company would pay for.

I was giving him pep talks left, right and centre. Here was a guy in his early twenties with a design job already with a company that would cover all the cost for him to become the best in his field.

Can you get better than that?

But the fact that I’d be more excited about this than the actual person should’ve made it clear to me that it wasn’t for him. And it wasn’t. He quickly decided to pass up on the whole opportunity.

I couldn’t believe it.

Blog tip #45 – Despite that this person was great to work with, both humble and people smart, without the hunger he was not the right person for me to have on my team.

Did he continue to help out with the design? Yes. But the effort he was willing to put into it started to be less and less. In the field of marketing and design to get the best result you need to be prepared for the fact that you could be making the last change about 50 times. It’s just how it is. And when someone isn’t prepared to do that then they’re not hungry. And not some you want on your team. Not if you want the best results.

What did you think about Blog #45?

Are you hungry in your job right now?

Or is this something that you have yet to experience?

Tell me about it by leaving a comment below.

If you have any friends or colleagues that would benefit from this blog post – please share it!

Let me share with you all the things I wish someone told me 10 years ago about the corporate world – subscribe to 10 Years and 9 Jobs TODAY and get your FREE 7-Day Mini Course – Work Culture Issues: The things that will do your head in daily and the reasons behind it.

The things companies will never speak to you about!

I’ll see you next week.

Mimoza

Subscribe to 10 Years and 9 Jobs TODAY and get your FREE 7-Day Mini Course and my latest blog posts weekly.

7-day mini course on work culture issues affecting your life daily and the reasons behind it. The issues companies will never talk to you about.

We won't send you spam. Unsubscribe at any time. Powered by ConvertKit

Please follow and like us:

Do you have the right people on your team? 3 ways to find out (Blog #44)

teamwork

I don’t know about you, but I love the start of a new year. It’s exciting. A new beginning. New opportunities. A great time for a change and for improvement. And you may have already started thinking about what you should do this year to better yourself. And a lot of it will come down to the team you’re in. The people you work with.

The people you work with determines a lot as my brother found out just recently.

My nephew, who just happens to be one cool little dude, is also a superstar soccer player at his local club. OK, slight exaggeration. Yes, I’m a very proud aunty. How could I not be? He has his club’s premier team coach in awe of his skills. Not bad for an eight year old. And not bad for my brother who has been my nephew’s team coach for the past 3 years. In fact the club has big hopes for the team overall.  So much so, that my brother together with the other coach are constantly on the lookout for new influences they can introduce to the team to make them even better. And that’s what they thought they found with a new coach, which they spotted at another club.

At first it all looked great. The new coach’s approach seemed to complement what they already had. And then the new coach came out with this, “Listen here boys, (to my brother and the other coach) this is how I work. I don’t want anyone to interfere with what I decide to do.” (In other words it’s my way or the highway. Hang on a minute, I thought we were a team? I guess not!)

Although my brother tried several times to change the new coach’s mind he didn’t want a bar of it. My brother tried to show the new coach the advantage of working together as a team and that the other coach they had on board, which was the coach for the club’s premier league, had a lot of value to add.

Come on!

He’d be a person you’d want on your side. But the new coach didn’t want to budge.

With that said the new coach got the boot without the season even starting.

My brother’s reaction when it was finally over, “Thank god! All the politics over the last couple of weeks was doing my head in. Who would’ve thought it would turn out like this.”

This is where I jumped in and said, “Agron, you need to know what to look for.”

And my brother came out with, “It’s not like we could’ve asked him a hundred questions.”

But this is where people make the mistake. You don’t need to ask a hundred questions to know if that person will be a good team player or not. It’s about knowing what to look for, for starters, and it seems to come down to three simple things.

They need to be humble, hungry and be people smart¹.”

Blog Tip #44 – As you’ll learn when you check out Patrick Lencioni’s, “The Ideal Team Player – How to Recognize and Cultivate the Three Essential Virtues: A Leadership Fable”, which I highly recommend, you want to work with people that are:

  1. Humble – be able to show a vulnerable side and this is what it looks like. “Yes, there are things I don’t know. Yes, I’m not perfect. Yes, I do make mistakes. Yes, I’m human too.”
  2. Hungry – this is what you get when the person is both motivated and hardworking. They’re the ones that go beyond what they need to do and are passionate about their work.
  3. People smart – these are the people that show signs of emotional intelligence. In other words, they’re the ones that can get the job done without insulting the crap out of everyone.

In this case, the new coach wasn’t necessarily a bad person, just not the right fit for a culture of team work.

Was the new coach hungry?

Yes.

Hey, we live in a world where everyone is busy and when you’re taking time out to coach a local soccer team for nothing I think that says something.

Was he humble?

No.

I don’t want anyone to interfere with what I decide to do.” Are you kidding me?

Was he people smart?

No.

As if his approach wasn’t going to rub people up the wrong way. From that point on it was like “Who the hell does this guy think he is?”

It definitely seems as though the coach had more of an individual focus. Something along the lines of let’s see how good a coach I can prove myself to be for my own pride as oppose to approaching the job with the team of coaches he had behind him.

So, what questions should be asked to determine if a person does have these 3 character traits?

Stay tuned, as for the next few weeks I’ll share with you all my experiences and knowledge about what you need to look out for when trying to find a person that you want to have on your team

What did you think about blog post #44?

Have you experienced anything similar? Tell me about it by leaving a comment below.

If you have any friends or colleagues that would benefit from this blog post – please share it!

Let me share with you all the things I wish someone told me 10 years ago about the corporate world – subscribe to 10 Years and 9 Jobs TODAY and get your FREE 7-Day Mini Course – Work Culture Issues: The things that will do your head in daily and the reasons behind it.

The things companies will never speak to you about!

I’ll see you next week.

Mimoza

¹The Ideal Team Player, Patrick Lencioni (2016)

Subscribe to 10 Years and 9 Jobs TODAY and get your FREE 7-Day Mini Course and my latest blog posts weekly.

7-day mini course on work culture issues affecting your life daily and the reasons behind it. The issues companies will never talk to you about.

We won't send you spam. Unsubscribe at any time. Powered by ConvertKit
Please follow and like us: