Having the information we need to be an effective leader is rarely the issue. This issue almost exclusively is in our application.
Consider this potential mind binder…
Who’s the best leader you’ve had in your career?
We often make excuses about our lack of peak performance because our leader does or doesn’t do extraordinarily beneficial things.
Epiphany: We should be the best leader we’ve ever had.
And we are in charge of doing extraordinarily beneficial things for our career.
Do you love what you do?
Ever heard, “Do what you love and you’ll never have to work another day in your life?”
I hope you love what you do. Where I work, we strive to hire people for positions they will most likely enjoy and are naturally suited for.
It’s called “right-fit talent”.
My wife spent ten years in a very large employment office in Central Florida. I conducted hundreds of interviews myself. So, I know the process intimately.
Want a simple answer? One that’s so easy, even a caveman can understand?
Hire people in positions where they “get to do” more than they “have to do”. It’s unsophisticated and maybe even too simple for senior HR professionals who have their own corporate HR jargon.
Do you “get to do” more than you “have to do“? How about the people who work for you and/or report to you?
Make it a GREAT day, because if you don’t, who will? If you’re a leader, the people around you are looking for “cool, calm, collected – optimistic, hopeful, inspiring“. Carpe diem, jungle jeff 🙂