John Quincy Adams said, and I quote, "If your actions inspire others to dream more, learn more, do more and become more, you are a leader."
To me, these words imply that, in order to be a leader, one must have a sense of direction, focus and good judgment. I also believe, especially in the business world, that even with all of these positive characteristics under your belt they are all for naught without quality people to lead.
The saying, 'you are only as good as your weakest link' could not hold more truth than when the leader of a company is trying to drive a group of businessmen and women toward success. Despite his or her best efforts, without cohesive teamwork there will always be a struggle to achieve the company's professional goals or evolve with the changing economy and trends.
Why is this?
Perhaps it's because not everyone is pulling their weight or perhaps not everyone knows what the goal is. The term 'weakest link' essentially means there is a bond about to break within the chain. Therefore, it would stand to reason that if one chain breaks it's going to take quick maneuvering or detailed planning to fix the gap. Otherwise, the entire chain, in this instance, the company, is at risk of falling completely apart.
In an excerpt from a column by Myron Curry, President and CEO of BusinessTrainingMedia.com, he writes:
"According to Chairman and CEO, Hal F. Rosenbluth, and Consultant, Diane McFerrin Peters, of Rosenbluth International, the third-largest travel management company in the world, most of us choose our spouse with care and rear our children with nurturing and compassionate attention. Yet, we tend to select the people who will join our company on the basis of an interview or two, and once they have joined, they often find that they must fend for themselves.
"This contrast illustrates the disparity between the environments of family and work. But, given the amount of time we must spend at work, wouldn’t we all be happier if we took as much care at the office as at home to create a supportive environment? Wouldn’t we also be far more successful?"
Wouldn't we indeed.
It's surprising when you sit down and consider the amount of time that is spent at the office compared to the amount of time spent at home with loved ones. However, when selecting the people that will end up sharing the majority of your day, five days a week, four weeks a month, twelve months a year (you get the point), more often than not, such limited time is spent searching, screening, training and nurturing these individuals.
So, how does a President or HR Director go about finding quality people whom he can lead toward business success? Curry says that if you want quality employees, your company must be a quality organization. Secondly, hire nice people.
"A person can be the most qualified, educated and experienced possible employee on the planet," Curry explains, "but if they have the personality of a wet paper bag or of a caged wolverine, it's guaranteed they're not going to do much for your business."
To find these nice people, Curry advises conducting interviews elsewhere than in a conference room or office. Perform interviews in unconventional arenas like a company outing, social events or on a drive. Getting a person outside the standard interview "zone" may allow a more honest look into their personality and business proclivities.
Lastly, find employees that mirror the qualities in you're company's star player. If you hired a quality person, try to hire others with the same qualities.
Once you've assembled your team, start putting those leadership skills you've been developing to work. You're employees and your business will thank you for it.
To me, these words imply that, in order to be a leader, one must have a sense of direction, focus and good judgment. I also believe, especially in the business world, that even with all of these positive characteristics under your belt they are all for naught without quality people to lead.
The saying, 'you are only as good as your weakest link' could not hold more truth than when the leader of a company is trying to drive a group of businessmen and women toward success. Despite his or her best efforts, without cohesive teamwork there will always be a struggle to achieve the company's professional goals or evolve with the changing economy and trends.
Why is this?
Perhaps it's because not everyone is pulling their weight or perhaps not everyone knows what the goal is. The term 'weakest link' essentially means there is a bond about to break within the chain. Therefore, it would stand to reason that if one chain breaks it's going to take quick maneuvering or detailed planning to fix the gap. Otherwise, the entire chain, in this instance, the company, is at risk of falling completely apart.
In an excerpt from a column by Myron Curry, President and CEO of BusinessTrainingMedia.com, he writes:
"According to Chairman and CEO, Hal F. Rosenbluth, and Consultant, Diane McFerrin Peters, of Rosenbluth International, the third-largest travel management company in the world, most of us choose our spouse with care and rear our children with nurturing and compassionate attention. Yet, we tend to select the people who will join our company on the basis of an interview or two, and once they have joined, they often find that they must fend for themselves.
"This contrast illustrates the disparity between the environments of family and work. But, given the amount of time we must spend at work, wouldn’t we all be happier if we took as much care at the office as at home to create a supportive environment? Wouldn’t we also be far more successful?"
Wouldn't we indeed.
It's surprising when you sit down and consider the amount of time that is spent at the office compared to the amount of time spent at home with loved ones. However, when selecting the people that will end up sharing the majority of your day, five days a week, four weeks a month, twelve months a year (you get the point), more often than not, such limited time is spent searching, screening, training and nurturing these individuals.
So, how does a President or HR Director go about finding quality people whom he can lead toward business success? Curry says that if you want quality employees, your company must be a quality organization. Secondly, hire nice people.
"A person can be the most qualified, educated and experienced possible employee on the planet," Curry explains, "but if they have the personality of a wet paper bag or of a caged wolverine, it's guaranteed they're not going to do much for your business."
To find these nice people, Curry advises conducting interviews elsewhere than in a conference room or office. Perform interviews in unconventional arenas like a company outing, social events or on a drive. Getting a person outside the standard interview "zone" may allow a more honest look into their personality and business proclivities.
Lastly, find employees that mirror the qualities in you're company's star player. If you hired a quality person, try to hire others with the same qualities.
Once you've assembled your team, start putting those leadership skills you've been developing to work. You're employees and your business will thank you for it.