The Right People
Family Business Perspective – By Dan Iosue
Maybe you’re not the ultimate decision maker, so you might be asking, “What can I influence?”
Let’s talk about ROI. There are only three resources in almost any business: people, time, and
money. The difference between an average-performing business and a world-class business
most often comes down to the quality of your people and how they spend their time. You’ll find
that the highest producing teams within these organizations have the right people, doing the
right things for the right reasons, the right amount of time.
So, let’s talk about hiring the right people;
First, are you hiring just to fill a role? Or are you finding the right person for your
organization who has the right combination of behaviors, attitude, skills, knowledge,
and experience that aligns with your culture and what it takes to be successful in the role
and potentially beyond?
There are typically four types of people you can hire:
1) Low performers / low cultural fit (warm bodies)
2) Low performers / high cultural fit (great to be around)
3) High performers / low cultural fit (corporate terrorists)
4) High performers / high cultural fit (unicorns)
The first type and the last type are a little easier to deal with, so let’s look at the two in the
middle; low performers but they’re great to be around and everyone loves them; and high
performers but they’re a bad cultural fit and they’re toxic for your team.
As managers and leaders, we often find ourselves frustrated because we have high
performers who aren’t cultural fits and cultural fits who aren’t high performers – and we
can’t figure out how to make it work.
We feel bad to let go of someone who is “great to be around” and are worried to let go of
someone who’s terrible for morale but who brings in revenue because of the bottom line –
so then we go into this mode of either making excuses or being a savior to fix the problem.
All of this erodes culture, trust, and teamwork. Ultimately, neither person should
have been hired in the first place.
Think of your team / organization as your family, with a fierce drive to protect them from
outside influences that could erode trust. Look to recruit people who will contribute to the
culture you are cultivating, versus feeling pressure to fill a role “just to fill a role.” Look for
the people who either have what it takes to perform at a high level and have a positive
impact on your culture (the unicorns), or the people who have the right behaviors
and attitude to develop the knowledge and skillsets and develop them.
Dan Iosue is an Associate of The Rawls Group, a business succession planning firm. Dan specializes in dealing with the issues that must be resolved by business owners to implement succession strategies geared towards building business value. For additional information, visit www.rawlsgroup.com or call 407-578-4455by