Posted: October 12, 2018
If you want to get the right quality employees on your team, you have to ensure you’ve done the leg work. Imagine your team climbing up a mountain.
You’re all roped together and the success of your team is based on the combined effort of everyone. If anyone makes a mistake, it’s up to the team to pull it together. Imagine the climbing exhibition for a challenging peak; everyone is struggling and everything is going wrong because the team can’t get it together. Now, think about an exhibition that’s forging ahead despite all odds. What’s the difference between the two, what are the contributing factors to how you succeed? How does every climber contribute and if anything, what will be the reason if you fail?
WHO’S ON YOUR CLIMBING TEAM?
If your rope-mate has chosen a bad rock to put the rope around and one of you falls, both of you die. This scenario needs trust. And it takes time and shared experience to build this kind of trust.
If you want to climb a mountain – who’s on your team? Do the behaviours of that team align? Is everyone getting along and striving for the same goal?
There are certain traits that your team members need to demonstrate to be good team-payers. This is what you should also look for when recruiting. Your team members need to be fearless; to be able to accept the prospect of failure and act anyway. They need to have or learn the skills to succeed and use the tools at their disposal wisely. No one is a lone wolf – the team help each other and allow each other to take the lead when appropriate.
GETTING THE RIGHT PEOPLE ON YOUR TEAM
For any of this to happen, there needs to be an overarching objective and purpose.
Getting the right people on your team is all about how you recruit people to align with your businesses core values. Then, to reach your business objectives and get the most out of your team, it’s about aligning yourself and your team to the overarching vision of your company. The vision is a key part of your overall strategy and purpose, which needs to be communicated to your team clearly and often.
Your company purpose is what will lead you forward. In other words, the core values and behaviours are a major determinant of success.
Everyone needs to know why they’re climbing the mountain. If anyone believes there’s no point to it all, he will just pack up his bags and head home as soon as anything goes wrong.
THE VIEW FROM THE TOP: HOW LEADERS EXECUTE VISION WELL
What is the view from the top of your mind? What is the vision of your company?
If you’re finding it hard to create your company vision or think this concept is a bit flaky, think of it this way. Your company vision is where you’re going, why you’re going and who is coming with you.
Has your company identified its values and communicated them clearly? Do your people know what they are? Do you have a clear and compelling core purpose for why your company exists?
HOW TO HAVE A CLEAR VISION AS A LEADER
Having a clear and easy to understand vision is essential for every business. Research shows that the top four characteristics of admired leaders are honesty, forward-looking, inspiration and competence.1
Having a clear vision enables a leader to share a compelling and inspiring view of the future. It enables the leader to be forward-looking and paint a picture of a bright future of which their team are an essential part. Once formulated, this vision needs to be communicated regularly in a way that is layered and across many internal channels, have consistent and easy to understand key messages, needs to come from the heart and needs to resonate and connect your people to the vision so they understand how they can contribute. Keep in mind what business thought leader John Spence says: “by the time you are thinking that if I have to talk about this one more time I will vomit, the last person in your team is just getting it”.
WHAT’S UNIQUE ABOUT YOU?
Your company vision needs to communicate what’s unique about your business – what makes you stand out? These are more than just inspirational statements.
To say something like “we value honesty and integrity” means nothing. That’s not what defines you and it’s nothing unique as anyone would expect that.
WHAT’S THE PURPOSE?
Instead, communicate to your people why they do what they do. What’s the purpose? What’s the reason for getting out of bed in the morning? Your values are your unique behaviours that make your business uniquely yours.
HOW DO YOU EMBRACE YOUR CORE VALUES AND PURPOSE?
- You take the time to clearly define them.
- Then you recruit people who fit those core values.
- When making any business decision, always ask: “Does this align with our core purpose?” If it does not, you should have nothing to do with it.
DEVELOPING GOOD CORE VALUES
Good core values cover topics like safety or risk, innovation, attitudes and teamwork. They enable the leaders of the business to set the tone for how we work around here. The leaders must then role model the expected behaviours, because as a leader people see what you do and what you don’t do and follow your lead. If you don’t live the core values, then nobody else will take them seriously. Remember, the higher in an organisation you go, the more your actions are amplified.
Good core values should inform your recruitment, set expectations for the behaviour in the team, be represented in your rewards and recognition, be leveraged for performance reviews and be referred in everyday language, every day.
Running a successful business that employs the right people and retains them, all comes down to getting strategy development and execution right. Get our comprehensive, free e-book The Four Cornerstones of Strategic Execution to learn everything you need to know about executing your strategy well.
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