An organisation’s success depends on getting the right people. But hiring the right people has been proven to be a challenge among leaders and managers. In fact, in a report by Randstad, 79% of HR managers agree that it’s a struggle to search for people whose capabilities match job requirements.
In today’s episode of Leadership through Disruption, Stephanie Christopher (CEO, The Executive Connection), as interviewed by Ashton Bishop (CEO, Step Change), talks about how to ensure that leaders have the right people in their organisation.
If you missed the first few blog posts in this series, here are the links to it.
- In the Age of Disruption, Is Command-and-Control Leadership Dead?
- To Deal with Disruption, First You Need to Protect Your Core
How to Get the Right People
The biggest challenge leaders face is finding the right talent — this is what Stephanie found as she engaged with the members of her organisation, The Executive Connection, an organisation that provides mentoring and coaching to CEOs and executives to make better decisions.
To find the right talent for your organisation, you need to create a compelling vision and make sure everyone understands it.
1. Create a compelling vision. It’s important to set your compelling vision in place. It’s your role as a leader, and this is one of the things you can’t delegate.
Once the vision is clear, every aspect of your organisation will then work to achieve that vision; therefore it becomes one of your guiding principles when you look for the best person to work for you.
When you have people around you who can run the areas of your business independently, you are then free to steer your organisation toward the vision that was set for the organisation.
2. Communicate the vision clearly. Make sure that potential hires really understand your company’s vision, values, and strategy. This is the key to hiring and developing employees for success.
Looking for people who share the same vision and values is the best way to attract the best people. They will be able to successfully adapt to your company culture. They can do things the way your see them happening, can implement the strategy, and care about your customers in the same way that you do.
By clearly defining your vision, the process of finding people fit for your organisation will be easier.
How about you? What’s your vision? How has it helped you in your hiring process? Share your thoughts in the Comments section below.
Stephanie Christopher is the CEO of The Executive Connection (TEC), the world’s largest CEO organisation with over 21,000 members in 16 countries through the global Vistage network. Stephanie’s role at TEC puts her in the heart of the Australian and New Zealand business community on a daily basis, speaking to CEOs and business leaders about the challenges and opportunities that they are facing.
Ashton Bishop is Australia’s first Predatory Marketer and the CEO of Step Change — an expert in pinpointing how businesses can grow by outsmarting their competitors. His niche is in strategy, where he has spent the last 14 years working internationally on some of the world’s biggest brands. He’s a business owner and serial entrepreneur — challenging, sometimes even controversial — but always focused on what gets results.