HOW TO HIRE A WINNING TEAM
Hiring new employees is tough. Qualifications and previous experience doesn’t necessarily equal a positive addition to your team.
Nowadays there is a lot of value hiring someone for their potential and character as opposed to qualifications or experience.
However, it can be very tricky to figure out during the interview what type of person your candidate actually is.
Let’s start with a general assumption that most people make during first impressions with people.
– Person ‘A’ appears nice and friendly – ‘they are probably generous’
– Person ‘B’ appears skeptical or challenging – ‘they are probably selfish’
Grant advises that people tend to have an interior motive, regardless of how they may seem, which is either:
What can I do for you?
What can you do for me?
Additionally, there is the separate trait, which Grant names their ‘outer veneer’, which often fools us into believing someone has our best interest at heart as opposed to their own, and vice versa.
Givers. Takers. Matchers. Which are you?
Agreeable Giver: Wants to help you and generally friendly on the outside.
Disagreeable Giver: Can be mistaken for a taker but is actually the people we need as they are the ‘champions of change’ and give us the criticism we don’t want to hear but need to hear.
Agreeable Taker: May seem helpful, but only to people of influence in a bid to fast track their way to success. They fail to keep that charade up with their peers, let their guard down and show their true colours. Keep an eye out for these people! They are the fakers!
Disagreeable takers: Selfish on the inside and outside. All about themselves.
Matchers: Somewhere in the middle. I’ll help you if you can help me kind of people. Often the people who are the downfall of the agreeable takers in their rise to the top as they see the takers not giving anything back.
How to Spot an Agreeable Taker
The big red flag comes when someone has a great reputation with those above them but a mixed or poor reputation with people laterally or under them.
Grant suggests that this is a reason why Bosses are actually a poor reference when looking to hire someone, peer reviews may actually reveal more about a person.
Ultimately, there is far more under the surface with people when it comes to their true motive for their actions. Dig deeper to find the candidate that will not only help the company thrive but also your other staff members.
When interviewing someone for your business, rather than ask them:
‘Describe what your greatest successes and failures are?’
‘Tell me what caused their greatest successes and greatest failures”
The TAKERS will talk with a lot of I’s and ME’s rather than we’s when describing successes. Additionally they will blame failures on other people and throw them under the bus.
4 BASICS OF STRENGTH TRAINING
Strength and a healthy body are fundamental for successful performance. So, there is no better place to start than the basics.
Whether you are a beginner or even advanced in the world of strength training, Dave Tate, expert strength coach, advises to ensure you always remind yourself of these 4 basics laws to maximise performance and minimise injury.
- Before developing muscle strength, develop joint flexibility
- Before developing strength, develop the tendons
- Before developing the limbs, develop your core
- Before developing prime movers, develop the stabilisers
If planning on improving your general or maximal strength, which everyone should be doing regularly, don’t dive in headfirst.
Go through a general preparation phase (GPP), which will prepare your body for the work that lies ahead. This applies to everyone, not just beginners.
This phase can be anywhere from 1-3 months of improving your flexibility, mobility, core, general endurance and address any weaknesses in muscles or movements.
BUILDING BUY IN FOR BUSINESS AND SPORT
No matter how good your ideas, systems, programs or products are, success will always be limited by the buy in you can build with your customers, staff or athletes.
Brett Bartholomew, who is currently one of the top strength and performance coaches in the world, spoke about building buy in during a webinar he delivered last year.
Many of his thoughts were followed up and explained in more depth throughout his excellent new book ‘Conscious Coaching’.
How to Build It
Whilst Brett is a strength coach, much of his advice is based from research in the fields of sociology and behavioural psychology. Therefore, it is just as applicable to life and business as it is to sport.
Some key takeaways from Brett’s webinar include:
- Be authentic
- Know the archetypes you are working with. Everyone has different personalities therefore everyone learns differently and must be spoken to differently for optimal buy in.
- All mammals crave attention but only humans crave acknowledgement
- >60% of communication is body language. Use this as well as visual and verbal communication when talking to others. Comedians do this very well.
- People will ALWAYS remember how you made them feel.
Whether you are a business expert or a top sports coach, reading and learning outside of your field is essential.
Studying human interaction and psychology is a great start, as everyone benefits from understanding how to improve communication with others.
Whilst there are a lot of great books out there, I highly recommend starting with Influence – The Psychology of Persuasion by Robert Cialdini. Which is without doubt one of the best books out there.
- Think of the questions you are asking during interviews. Can you spot the agreeable takers (fakers) and stop a potential staff headache down the path?
- Perform a few weeks or months of general preparation for addressing weaknesses as well as mobility, tendon, and core strengthening before beginning a strength training program.
- Read outside your field of expertise and learn about sociology and psychology. Understand human interaction and watch your leadership, coaching and communication skills take off.