Axiom Ideas

My daughter uses an iPhone app that allows her to construct any version of Barbie she wants.  All she has to do is touch the screen and her virtual Barbie has blonde hair, or a diamond necklace, or tan skin, or a long flowing gown, or any one of a hundred options.   She can make any Barbie her heart desires.

The way my daughter puts together her Barbies is very similar to the way I see a lot of business owners and managers putting together their “wish list” for their next hire.   They want multi-tasking, 5 years of experience, a college degree, strong leadership potential, organized, strategic, able to be a liaison with customers and clients, etc.  They put that list together and I can almost see them giving that same proud look that my daughter does when she’s constructed her latest version of Barbie.  They know that this is the road map to the perfect hire; a person who will be a blend of Bill Gates, Mother Teresa, and Tony Robbins…all for $30,000 per year.

Wait, I think I see a problem here.  Do you?  Unlike the Barbie app, the wishlist that the manager or owner constructed has a price tag associated with it:  5 years of experience, $15,000; Multi-tasking ability, $18,000 (although I might argue it doesn’t exist, but we’ll save that for later); college degree, $17,000; leadership potential, $20,000.   When we put a dollar amount next to those requirements it becomes a little more difficult to squeeze them into that $30,000 salary we had in mind.

So now what?  It’s been our experience that if you ask yourself the following questions, you will find a road map of competencies that won’t break the bank and will find you the people you need to get the job done.

1. If I’m reflecting on what a great year it was for that person I’m about to hire, what happened?  What did they accomplish?  What were the outcomes?
2. What is going to fuel those outcomes and accomplishments?
3. Can I cut the list to no more than 5 items?

Realistically answer the above questions and you’ll have a realistic list that will help you advertise, interview and make a hiring decision on someone who will enable you to achieve your goals.

When talking with sales managers about what they look for in a top salesperson I often hear some form of “Motivated by Money” mentioned.  I’ve long argued that “Motivated by Money” is a myth and that it spends most days hanging out with Santa Claus and the Easter Bunny, only to show up close to year-end-reviews (much like the short-term improved behavior of children when they fear a lump of coal popping up in their stocking).

To those of you who are entrenched in the “Motivated by Money” camp, evidence continues to mount suggesting that not only is it not motivational, but that it can actually impair performance.  If you don’t want to take my word for it, then watch this youtube video created from  a talk delivered by motivational expert and the author of Drive, Dan Pink:  http://www.youtube.com/watch?v=u6XAPnuFjJc

If you’ve not read Drive, then do it.  That book is a must-read for anyone working with people who are above the level of basic line employees.

I know this person is going to be a great hire!  I can feel it.

I can tell if a candidate is going to be a great salesperson the minute they walk into the room.

I like her.  Let’s extend her an offer.

What do these statements have in common?  They are based on “gut instinct.”  But when do we trust our gut and when do we run from it in fear?   Nobel laureate Daniel Kahneman and psychologist Gary Klein have the answers, which are highlighted very effectively in this McKinsey Quarterly article:

How to test your decision-making instincts.

It’s one of the best articles on decision-making that I’ve read.  Enjoy.