Leadership: Achieving extraordinary business results through people.

According to the Pew Research Center, approximately 10,000 baby boomers turn 65 every day (and will through 2030). This is creating a huge "brain drain" for American businesses. And with businesses facing more complex challenges and opportunities every day, determining who will lead and manage organizations into the future is critical.

Leadership may be the single most important factor to the success or failure of a company, because our leaders and managers inspire and motivate us to achieve the company's vision and goals. Not everyone has the ability to be a leader (or wants to be). But, for those who do aspire to being more than individual contributors, it's important to focus on developing their leadership skills and more importantly utilizing their strengths to their fullest extent.

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Many CEOs pay lip service to the statement that "their people are their greatest asset." Do you, do you really believe your team, your people, are your greatest asset? And if yes, do you have recruiting and talent management processes that allow you to attract, hire, develop and retain your "leaders of tomorrow"? Do you run a "learning organization" and do you realize the value of "development opportunities" for attracting and retaining the best and brightest? If not, better make some quick changes. Because, according to Dr. Brad Smart in his e-book, Avoid Costly Mis-Hires, after conducting 65,000 case studies, the single most important factor in a leader’s (company's) success is the talent of the team assembled.

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I once heard  John Maxwell talk about sending ducks to “Eagle School.”  He said that no matter how hard you try, as soon as you hand them their “Eagle School Certificate,” they’ll waddle right off the stage because they’re ducks. The point is that it’s almost impossible to turn historical underperformers (ducks) into “A Players” (eagles). It’s much better to hire “A Player” “Eagles” from the outset. 

Identifying “A Player” “Eagles” has always been like finding a needle in the haystack. Today, the haystack is considerably larger, and hiring right the first time is even more critical. You can ill afford under-performing employees that cost you valuable time and profits! 

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“If you don’t know where you are going, any road will take you there.” That's basically what the cat told Alice in the Disney Classic, Alice in Wonderland. The same is true in recruiting and hiring...if you don’t know "WHO" you’re looking for, you’ll take anyone you can get.

 

So, next time you begin a hiring or recruiting project, don't just dust off that same old job description and change the title...step back and "Begin with the end in mind!"

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PERSONAL ACCOUNTABILITY: A measure of the capacity to be answerable for personal actions. Someone who takes ownership of the situation, admits when they're wrong and lives in solutions!

Statistically, 50 percent of our population is above average in personal accountability and 50 percent is below average in personal accountability. In our executive search and hiring process, we find that personal accountability is a requirement in nearly EVERY job/position. This illustrates the importance for all hiring managers to completely evaluate each position as it relates to being personally accountable plus making sure that everyone they interview brings personal accountability skills to the job. Businesses that hire employees who are personally accountable will experience dramatic improvements in the key performance indicators of their hiring success.

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