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...