Top 3 Tips for Hiring + Mentoring An Ideal Team Player Jan25

Top 3 Tips for Hiring + Mentoring An Ideal Team Player

Last week, we reviewed the three must-haves of any team player, following the essential virtues – Humble, Hungry and Smart – laid out in Patrick Lencioni’s new book, The Ideal Team Player. This post is all about putting those virtues into action – in interviews, staff assessments and team development. Most of our clients already know they want a team player: They ask for leaders – people capable of motivating, inspiring and managing others. They talk about culture – the values, traditions and even emotions that fuel their work. They bring up all the times they definitely did NOT hire a team player (often, painful). But even though they know they’re looking for that “ideal” person, they aren’t exactly sure how and where to identify them. And even with the three virtues memorized, it’s difficult – in the day-to-day realities of HR processes, meetings and deliverables  – to dial-into what truly makes someone “hungry, humble and smart.”   “The cost of hiring a non-team player is lost productivity, downward pressure on the team’s results-and the misery of working with the person.” – Patrick Lencioni That’s where expert recruiters come in. Here are some of the techniques we use to smoke out the pretenders in interviews. We think these same tactics also apply to performance reviews, one-on-one’s and conflict resolution – and personal development, too.    Stay Nimble Recruiters are skilled at the gentle-judo often required to “get real” in interviews. Candidates with large egos (#yuge, even) can present as powerful, capable and extremely confident. When you get the feeling #AlternativeFacts are being presented, a slight adjustment or change of tack in the conversation can help de-stabilize the “only hungry” and reveal their troubling lack of humility. Stop asking hypothetical questions (i.e. how would you...

The 3 Must-Haves Of Any Team Player (And We Mean Musts) Jan18

The 3 Must-Haves Of Any Team Player (And We Mean Musts)

At Smart Savvy, we’ve long prescribed to the 3-way mirror rule of recruitment: check every angle. Now we have a new take: the 3-legged stool. That’s because we read a book: The Ideal Team Player: How To Cultivate the Three Essential Virtues by NYT best-selling author, Patrick Lencioni. (In fact, we liked the book so much that we bought a copy for all of our clients. Exhibit A: one of our happy recipients.) Building on his brilliant guide to the five major dysfunctions of a team, Lencioni’s newest “business fable” takes a closer look at the individuals who populate your pack. What makes a person a true and consistent “value-add”? What causes them to detract?   Humble, Hungry and Smart: The Ideal Team Player   According to Lencioni, once you check off the baseline “stuff” (technical skills,  experience, personal hygiene), the ultimate success of any new/current hire depends on three, crucial personality traits: Humble – Leaves their ego at the door. Not “overly arrogant” and not meek. Possesses BOTH the humility to champion others and the self-confidence to bring ideas to the table. Level 5 leader. Hungry – “Self diligent and motivated.” Internally driven. Tackles problems and projects with a sense of urgency and for the “good of the team.”   Smart – Simply put, people smarts. “Appropriate and aware.” Helps team members feel “appreciated and understood” even in tough love situations. The crux? All three virtues are non-negotiable. Teammates who lack even one are unbalanced and pose great challenges to both the team’s health and the organizations’ productivity. For example: If you’re hiring for a sales role, Lencioni warns that you might excuse an oversized ego for what you see as a valuable dose of hungry. You know, the #goalcrusher who polarises teammates....