Before I can go into detail about why I believe these current hiring practices are wrong, first I should define what they are to begin with.
They include prioritizing education, job experience and specific skills.
Prioritizing education is requiring an applicant to have a designated level of education in order to have a qualified resume. Often it is a bachelor or masters degree. Prioritizing job experience is requiring experience with a specific industry or job title. Lastly, prioritizing mastery of specific skills for hiring is another common requirement used to filter and qualify applicants.
Recognizing these hiring practices, how do supervisors like you hire to build collaborative team environments where differences make a team stronger? Where to begin?
The last job I had before going into business for myself as a life and business coach is a perfect example of hiring a supervisor without providing the tools to know the team dynamics. My supervisor had the potential to maximize an incredibly talented team of people who were passionate and skilled at what they did. Instead of leveraging our strengths for greatness, she micro-managed the team into mediocrity and defeat.
How could this be, you ask?
She had a limited view of the power she had to engage our team. “People don’t leave jobs, they leave managers” says a Forbes Leadership online article. When a manager sees their primary role as completing the tasks that accomplish the company’s objectives, they miss out on the most important role they have. When a supervisor rises above the task to engage the natural strengths of their team, they will get the very best that each person has to offer and often the objectives will be surpassed.
Back to my supervisor and the debacle that ensued
I was given the responsibility of overseeing one aspect of an event the company was sponsoring. Because of a scheduling conflict that required my attention in another area, I covered half the shift and delegated the second half to another person who was extremely qualified and passionate about the project. She was happy to step in. The following day I was called into my supervisor’s office where she proceeded to assume I had shirked my responsibilities and she angrily challenged my work ethic. As I endured her rant, I couldn’t help but wonder if there was a case of mistaken identity.
“She didn’t know me at all,” I thought.
The opportunity to motivate me to engage in a deeper appreciation of my job by simply asking questions based on knowing me was lost. Instead it caused an unrecoverable decent in my morale which lead to my eventual resignation.
An opportunity missed by one employer solidified the opportunity for me to engage as a full time coach.
I am grateful for the experience, and it lead to a decision I have never regretted.
Lesson learned: If you’re an employer you should look at natural talent to create a collaborative environment–where differences make the team stronger. Education, Job Experience, and skills are important, but should never disqualify a person whose natural talent is suited for a role.
Now It’s Your Turn
Begin by first knowing YOUR Natural Talents. Click here for an assessment code and coaching appointment with a Gallup Certified Strengths Coach.