We all know that you have to have the right people in the right roles to achieve great success.
But who is to blame when you hire the best in your industry and the success doesn’t follow. With the backdrop of the World Cup there is no better time to share this article. You have evidence on hand of groups of incredible players struggling to emulate club success on the world stage, where other less favoured teams are creating memorable moments for us all to enjoy.
“Why is it, that even when you bring ‘the best of the best’ together, it doesn’t always work?”
Are the expectations too lofty? Is it too much pressure? Is newness a liability? Too many egos? A lack of bonding? You could attribute the blame to some, if not all the above, but who is responsible for the ultimate flop, whether in sport or the workplace?
In building teams most of us set out with major objective, and that is to get the best players in the market. Logic would imply that this is the best way to get the highest points, score the most goals or improve your profit & loss. We think if we hire all the best talent, the wins will come. If this assumption is true, why is it that some of the most promising teams fail to live up to all the hype? Our leaders are required to have the answers. They are the ones responsible for creating the environments which will enable gifted individuals to lift their game.
We often worry about getting the right people, filling the team with the best when what we should be concentrating on is fostering the right environment for people to flourish. I met an inspirational business leader the other day, who told me that a business that thinks it will create a market leader overnight by putting a dozen of its best people in a room, and expecting them to work it all out, without considering whether the environment itself is destined for failure.
If you focus on creating the right environment, the right people will emerge. These individuals might not have a proven track record or impressive credentials, but if you create the right opportunity where untapped leaders and out of the box thinkers can step up, then people will undoubtedly surprise you.
We are so quick to hire and fire with knee jerk reactions to maintain the bottom line, that we never stop to ask the most important question.
Did we really create the right atmosphere to allow this person to be successful?
Were we honest, inspiring or direct? Did we oversell something and not live up to our end of the bargain? Great leaders recognise that when they hire somebody, they have a responsibility and the obligation to help that person reach their potential. Long gone are the days of “sink or swim”.
So how do you create the right environment? I see companies promoting superficial benefits: A flash office, beers in the fridge every day of the week, a pool table, half day Friday, casual dress, over the top celebrations, a holiday on your birthday, the latest gadgets etc. But could it be as simple as a promise of compassion, generosity, a willingness to listen, to change, a sense of perspective, the gift of ownership.
The holy grail of the perfect workplace or team shouldn’t cost anything.
It’s a behaviour that your leaders need to exhibit, it a value system that they need to prioritise and stand by. A great work environment isn’t created by bells and whistles, it’s created in a style of sincerity that implies strong and wise leadership that is forged through empathy, trust and perspective. Teams are made up of humans, and we all perform best in an environment that truly cares about us.
Inspirational leaders demonstrate real concern for their team members wellbeing not just their output. They lead through sincerity and faith to help others to rise. They don’t intimidate or manipulate others for personal gain or demean their team members to exhibit their superiority. Some of the best leaders I have met and worked for gave the credit to others when things went well, but shouldered the responsibility when things went bad. They put people before results. They allowed their team to be authentic, true to themselves and to the people around them. They didn’t attempt to clone themselves, they fostered an environment where unique styles were embraced, and enabled others to express themselves in a safe environment where it’s okay to be human and make mistakes.
To build great teams, you need to create the right environment. Be clear about your values and stay true to those convictions. Lead with empathy, build trust and most importantly, and probably the most difficult, to put your people before yourself.
If you would like to have a conversation about recruiting the right people for your organisation, please reach out to me at Morgan Consulting via:
✉️ rshukla@morganconsulting.com.au
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