The Ultimate Partnership Formula
Summary
- It's a common mistake to think hiring someone with more experience will automatically save time.
- Experienced individuals often possess strong skills in persuasion and influence.
- They might use these skills to sway me or others, sometimes against our core values.
- I’ve learned through experience that it’s crucial to ensure new hires align with our values.
- Misalignment can lead to decisions that don’t support the organization’s core principles.
Video
How To Take Action
Suggestions for Small Businesses, Entrepreneurs, and Personal Growth:
1. Prioritize Value Alignment in Hiring:
I would suggest implementing a strong value alignment check during your hiring process. Before bringing someone on board, make it a point to discuss your core values. Ask potential hires to share examples of how they've adhered to similar values in their past roles. This will help ensure they fit into your company culture and won't steer you or your team in the wrong direction.
2. Develop Your Persuasion Awareness:
A good way to protect your organization from misalignment is by developing your own skills in persuasion and awareness. Take some time to read about and practice identifying persuasive tactics. This will make it easier for you to spot when someone may be pushing an agenda that doesn’t match your core values.
3. Create Clear Communication Channels:
Establish clear and open communication channels within your team. Encourage staff to discuss when they feel pushed towards decisions that don't align with the company's values. This empowers everyone to stay vigilant and maintain the integrity of the organization's principles.
4. Regularly Revisit Your Values:
Make it a habit to revisit and reinforce your core values regularly. This can be done through team meetings, newsletters, or even casual conversations. Keeping your values at the forefront ensures they remain top of mind for everyone, minimizing the risk of misalignment by a new hire or even an experienced team member.
5. Small Steps, Big Impact:
Focus on implementing these strategies in small, manageable steps. For instance, start with a values alignment questionnaire during the hiring process, or dedicate just 10 minutes of your weekly meeting to discuss alignment. These are low-cost and high-value actions that can significantly impact your business’s stability and growth.
By taking these steps, you can ensure that your team remains aligned with your core values, which is crucial for achieving long-term success.
Full Transcript
what people assume is like if I hire someone who's more experienced it'll take less of my time with more experienced people comes more experience knowing how to influence people knowing how to persuade people and so guess what they're going to try and do that with you too it's so important who I bring in because if they have experience and skills in a different way that is not aligned with my values then they might try to influence me or others in the organization to do things in a way that's not aligned with our values which I have seen time and time again and I've experienced it myself where I've brought people in and they have had Elite persuasion and influence skills that I was even blind to the fact that they were completely misaligned with our organization's values I didn't know that people who were on my executive team or my leadership team would ever try and influence me or persuade me into things but I've recognized that that's actually what they're really good at doing and so of course they're going to try and do it not just to the people that report to them but for to the people that they report to
