The trifecta of bringing together the right people in the right roles at just the right time is the recipe for success that many leaders strive for. You see this with sports teams, product launches, medical findings, business success, and more. The right mix elevates everyone to another level, usually greater than what they ever dreamed they could achieve.
There are so many times you hear coaches, managers, and other leaders make comments such as we could have done great things if… we would have certain players on the team at the same time, if we put this person in a different role, or if the timing would have been different. Though you can’t always control the timing, there are ways that you can work towards impacting your success with the right person in the right role for your team.
- Evaluate what your true needs are – create a list of the criteria and skills needed to make this role and team a success
- Ask who the best person to fill this role is – does someone on the team or organization have the skills and desire to fill this role or should it be filled from the outside
- Identify what you are looking for beyond the role description – define the characteristics that you are looking for in the role – personalities, soft skills, approach to role execution
- Gather input from others who will be interacting with the candidate – have others be part of the interview process, the right chemistry can take the team from good to great
- Determine how you would like candidates to align with the team – be clear to yourself, the team, as well as the candidate on where you see them aligning with the group
- Gain an understanding of how the person is wired – utilize tools, resources, and questions geared towards learning each person’s natural personality tendencies
- Create specific questions for the person not just the role – ask in-depth questions to about how a person approaches and handles situations beyond the skills
- Use data in your process to avoid gut decisions – have a list of criteria, skills, and metrics that the selection committee utilizes to evaluate and discuss all candidates
- Give your team resources to make the best selection possible – provide training, interview guides, guidelines, evaluation tools, and other analysis resources to assist them during the process
- Know your onboarding plan and process – have an understanding of the person and how your organization onboards in order to select the person will get up to speed in your environment
- And most importantly… Shift Your Mind Set
Most of the time when people are looking for a new addition to the team, they look at only at the skills… Are they technically certified, a good 3-point shooter, a top salesperson, a brilliant surgeon, a decorated coach or athlete, or even a successful leader. Though important, these attributes are not necessarily the first thing you are making decisions on. This is where the mind set shift takes place. First you look at their head – what is their aptitude, how do they work, learn, think, and approach the role and life. Next, assess their heart – what is important to them, what are their core values. Explore deeper to see if these values line up with your values and that of your organization. Then evaluate their briefcase, what they are carrying around for skills, expertise, certification, and talent. After discovery in these three areas, look for a culture fit – make sure this person will fit in or adapt to your pace of work, organizational needs, people (and personalities), and overall culture.
By bringing together the right person in the right role you better position your team for collaboration, engagement, accomplishments, and a more positive environment. This team in turn helps accomplish goals, addresses obstacles (and failures), faces adversity, and ultimately prepares and pushes towards the “right timing” for success now and in the future.
Melissa works with individuals and organizations to optimize and align their strategy as well as build and engage the team through recruiting, pathing, onboarding, and continued development.
