By Hugh Stewart
In my last blog post, I reviewed the first two factors in determining the perfect employee: job scoping and conative indexing. Today, I’ll explore the next two factors.
The third parameter to evaluate when figuring out the ideal candidate is Context and Values. This concept has revolutionized our business, and applies to how we relate to our employees as well as our customers. It assists us in tapping into a greater understanding of how people frame their world, what they are afraid of, what they are excited about, and what they feel confident about — a state of mind that will be deepened by working with us.
This means looking for employees whose context of their world will fit in with ours: how the employees see themselves personally and professionally, what they are very confident about in their own lives, and what they care about. This can even include the charities they are interested in, and any other chances to find common themes that will potentially fit into the values of our company.
As an employer, being aware of a new hire’s context and values, and, more importantly, weeding out potential hires based on non-aligned factors, leads to better relationships. This process helps you avoid factors that are obviously disruptive to the alignment of whatever you are trying to achieve for your company.
The last and probably most important factor we use to design roles is something called Unique Ability. This concept from Catherine Nomura’s book “Unique Ability” refers to what we love to do and do exceptionally well. It is a skill that actually gives us more energy after doing it than before.
Everyone has a unique ability — something he or she is best at — and everyone should be engaged to work according to that ability. It does not matter if it fits in at the lowest-paid position in your company, or the highest.
For example, in a retail business I own, the staff members working at the sale registers are so good at what they do that I am not allowed to stand beside them while they work — because that would be taking them away from their “chi”! Their purpose on the planet is to serve people in a very specific way, and that is directly in line with what my business needs. They do a fantastic job, make a lot of money to accommodate their lifestyles, make a lot of money for our company, and make very few mistakes.
In determining the perfect employee, the trick is to find somebody that will naturally perform the tasks he or she is given at a high level. Not only will they do really well, but he or she will have a passion for their job and you will not be able to get in the way of that. In fact, we test potential hires for this passion even before they are invited for an interview. If you want to create lasting relationships that will grow your company in the long term, it is extremely important to engage all your employees with their unique ability. It is crucial. You are investing in your wealth, and with the above factors, it becomes a relatively simple matter to go one step further and make sure you have relationships that can last five, ten, fifteen, even twenty years in the future. You will be finding people that can carry on your vision even when you may no longer be managing the business on a day-to-day basis.
Hugh Stewart, founder and CEO of Confident Solutions Coach, has both a substantial education background and diverse entrepreneurial background. Stewart was not only a nuclear fuel designer, but he has created and operated more than 17 businesses in the past 10 years in industries such as money services, real estate, advertising, reinsurance consulting, and coaching.
Stewart seeks to help business owners who are struggling or simply wish to move their business to the next level. You can reach him at firstname.lastname@example.org, or sign up for a free business consultation here.