The pitfalls, stumbling blocks and learning curves of your first hire.
Your first team member should relieve you where you are your weakest. Every hire that follows will work in that same reverse order--according to your needs. ALWAYS hire in accordance with your organizational chart. NEVER go rogue & hire outside your well-planned fact based chart. You will be tempted one day, just remember...don’t do it.
For as long as I can remember I have utilized the wonders of personality assessments with every one of my new hires. This isn’t meant to be a “test” as much as it is a helpful assessment. Imagine you had spent the better half of your life thus far assuming your best career path was found in accounting--just like your parents. Imagine you had spent the majority of your job-seeking years offering your talents & time to the care of numbers, facts, organization and the like. Imagine that you secretly despised every minute of it and couldn’t figure out why. The DISC assessment and the many other personality profiles have been developed to aid you & I in our search for our ideal career fit.
The irony is that most of us do actually know or at least have a hunch where our talents and passions derive, but for some reason allow the noisy advice from all the surrounding career know-it-alls to drown out our better self-judgment. I have never met a person, myself included, that didn’t need a healthy dose of personality reality.
It happens to the best of us.
Years ago I hired a very personable bookkeeper. By all resume standards she was more than experienced and qualified for the tasks at hand. The hiring process was easy, she and I hit it off perfectly. It was only after weeks of missed deadlines, forgotten details and missed calculations that I realized something was terribly awry.
But in the end, I count this as one of my greatest teachable moments--for myself and her. I had asked a ton of questions during the interview process, but I didn’t come armed with a personality assessment. What she never knew about herself had developed into one of her greatest stumbling blocks. She and I could sit and chat for hours and I thought I had found a great fit for the team. But that was actually the problem. My bookkeeper wasn’t a bookkeeper at all, she was an extremely personable saleswoman hiding behind a desk full of over-due invoices. They were over-due of course because she was otherwise so busy connecting with the clients and team!
Our failures can sometimes feel like pitfalls in the areas we feel like we should be thriving. I’m here to tell you dear maker, this is just not so. These so-called “failures” are actually red flags pointing to where we are misapplying ourselves! After I saw her DISC assessment results I snatched up my “bookkeeper” and traded her number crunching tasks for a sales position. She was a perfect fit! My clients loved her as much as the rest of the team members.
Coming to today, I NEVER hire without first referring to my interviewees DISC profile results. First comes my organizational chart, then comes the DISC. If I can’t check of both of those boxes, I don’t make the hire. I’ll say it again, never hire outside of your reverse engineered organizational chart. It saves you and your team from an unwanted bundle of wasted time and effort.
Nuggets for the road ahead.
During every one of your interviews, ask a lot of questions. Use that wisdom you have gleaned from your own journey and the journeys you have witnessed in others. Never create a job for someone and likewise chose only to hire the team members who fill your immediate needs. It saves you and them from the potentially detrimental wasted time. Every hire you make is fellow dream seeker trying to make their mark on this world. Treat your potential team members, interim team members & veteran team members with all the respect & consideration you wish someone would show you. It’s just good business dear maker.
One day you might find that a previous member of your team is one day a fellow maker in the market! How wonderful would it be to have them count you as an influencer and mentor rather than ill-willed competition. It’s all in how you look at each individual, dear maker. We are all looking for our destiny. Some will find theirs in supporting your mission, while others will find theirs in learning from your mission. But at the end of the day we are all in this journey together!
Until next time.
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