I’ve been reading. It’ll be no great shock to anyone who knows me or indeed who has followed this blog over the years. The fact is, the demise of Borders merely made way for more time sitting in Costa downloading ebooks to the Kindle app on my iPad rather than sitting in Starbucks leafing through paper books
But my latest read has been a “real” book. With hard covers no less!
One surefire way of failing in business is to try to do everything for everyone, and for coaches, consultants, therapists, and other service professionals, the temptation is very string. After all, we have a toolset that is designed to solve problems - any problems - and to do it quickly and effectively.
The "problem" is, though, that no-one wakes up thinking "I have a problem, I must go and find someone to help me solve it!"
I was at a meeting of the mastermind group I belong to today (yes, even coaches have coaches. Or should that be "Above all, coaches have coaches") and one of the topics that came up was procrastination.
We were talking about ways of prioritising tasks, and how to spot the things that take us away from what we should be doing.
As I was driving home I was struck by a simple way of putting "busy work" into a new light. Want to know what I came up with?
Have you ever worked with someone who, on paper, looked like the perfect person for a job, but over time it turned out they just didn't have "what it takes" to be successful in the role?
In the previous post we looked at some of the pitfalls of the traditional hiring process, and why it can be fatal for a company that is hiring in order to grow. The reality is, most interviewers are great at spotting people with the right skills for a job, but not necessarily the few who have "what it takes" - especially if the interviewer hasn't, themselves, done the job they're interviewing for.
So what can we do to avoid those pitfalls? How do we know if someone will have "what it takes"?
Whether you're an entrepreneur hiring your first employee, or a corporate manager filling a new post or backfilling a gap created by the departure of an existing memebr of your team, recruiting the right people is essential to growing any business. You need to know that the new person will fit in the organisation, and you need to know they'll be able to do the job. Hiring the wrong person isn't just a potentially expensive mistake: put the wrong person in the wrong place at the wrong time and it could kill your business completely (RIP Barings Bank!).
The problem is, most recruiters - even agents, whose job is solely to find candidates for other companies - have their focus all wrong when it comes to finding the right person. And the reason for that isn't hard to find.