ghSMART’s Post

Hire Leaders for What They Can Do, Not What They Have Done

Hire Leaders for What They Can Do, Not What They Have Done

Hire Leaders for What They Can Do, Not What They Have Done

The first thing Great Leaders need to decide is whether you want to hire winners or potential winners. Winners are rare individuals who already share the vision and values of your company and demonstrate they have the exact skills needed for the position. True winners are hard to find and they cost money, but they tend to be easy to supervise because they mainly need to know what the goals are. Hire people who excel in different areas than you do. Give them the ability to succeed by providing a playing field that matches their skill set. Give employees the opportunities to get out in front of the leaders and co-workers they support. Build the bridges they need to be successful, and set the example. Do not be fake. Your employees are smart, and they know when they work for a person who lacks sincerity and integrity.

As the leader of your company, your job is to multiply the performance of each person in your organization. You make staffing decisions based on what people can do based on…   their strengths and then you must clear the path for them, supply the resources they need, and clearly set the expectations for them to do it.   Putting people in the right seat is crucial.   You cannot build on weaknesses, YOURS or anyone else’s!   Rather, you put people where they can thrive and be fully utilized.   There is one exception… character and integrity. If you ignore these two traits when hiring anyone, the risk of failure is almost certain. Get that right and when you add values and purpose to the atmosphere of your company, it can last for a long time.   Plus, it’s always better to raise the bar for each individual as opposed to attempts at improving everyone at once.   As for your own improvement…   According to Peter Drucker, “Think through your own strengths… Ask those who know you well to help you identify your strengths. Work out a plan of continuous learning whereby you develop these strengths… the effective executive makes strengths productive.”   This is where Convene can help…   https://lnkd.in/gMtZTP6E   #owner #ceo #president #faithbased #strengths #drucker #tomrath

A-Rod poses the critical question every leader should ask: "How do you recognize A+ talent?" Think about your organization. Close your eyes for a moment and envision the absence of your top performers. Would the wheels keep turning smoothly, or would there be a noticeable gap? A+ players are not just contributors; they are the driving force behind innovation, productivity, and success. These individuals possess unique skills, unmatched dedication, and the ability to elevate those around them. Identifying A+ talent isn't always straightforward. It requires a keen eye for potential, a deep understanding of a team's dynamics, and an unwavering commitment to nurturing growth. 

It is important to remember that you as a leader can have a goal for employees but they have to want it more. Help people grow but accept it if they are happy where they are. Never penalize someone who is just doing what they were hired to do. Adjust the vision!

Finding the right executives isn't just about filling a position—it's about finding a transformative leader who aligns seamlessly with your company's vision and values. We meticulously analyze your organization's needs, culture and strategic objectives to identify the perfect candidate who not only meets but exceeds your expectations. Here's how our systematic executive search approach works: 1. Strategic Alignment: We begin by gaining a deep understanding of your organization's goals, challenges and culture. By aligning our search strategy with your strategic objectives, we ensure that every candidate we present is primed to drive your business forward. 2. Targeted Search: Leveraging our extensive network and industry expertise, we conduct a targeted search to identify top-tier executives who possess the skills, experience and leadership qualities necessary to thrive in your organization. 3. Industry-Specific Expertise: Benefit from our in-depth knowledge and experience in your industry, allowing us to tailor our executive search approach to meet the unique challenges and opportunities facing your sector. 4. Collaborative Partnership: Throughout the entire process, we maintain open communication and collaboration with your team. Your feedback is invaluable in refining our search and ensuring we deliver exceptional results. By partnering with VXZON, you can rest assured that you're not just hiring an executive—you're securing a catalyst for success. Let's work together to take your organization from strategy to success. #VXZON #ExecutiveSearch #Leadership #StrategicGrowth #BusinessSuccess #RecruitmentStrateg

The worst move a company can make is to promote a toxic manager just because they "make their numbers." When you reward the wrong behavior, you send a message that people don't matter. Only politics and metrics do. Here's what happens next: — Talent leaves — Morale drops — Culture suffers Your top performers will look elsewhere because they want to grow. Not just get by. A bad promotion can lead to: 🚫 Increased turnover 🚫 Decreased productivity 🚫 A toxic work environment Instead, promote people who: ✅ Align with company values ✅ Lead with real integrity ✅ Inspire their team Leaders who: 🚀 Elevate others 🚀 Embrace challenges 🚀 Drive positive change Remember, promoting the wrong people doesn't just cost you good employees. It costs you: — Your culture — Your reputation — Your future success Make the right choice. Promote wisely. Your best people will notice. And they’ll stay. Agree? ♻ Repost to share with your network. Follow Justin Wright for practical leadership tips. Thank you!

Balancing performance metrics with the ability to inspire and unite teams is key to fostering a sustainable and positive work environment.