Every business is made up of the staff it employees. Often, the people that work in the business are the ones running it, handling the daily operations. So it’s critical to have the right people in the proper position.
Start by getting the right people on the bus, the wrong people off the bus, and the right people in the right seats. Any business owner can attest to the “bad apple” that can spoil the rest of the team. Take your time in hiring the right staff.
So you must start with the “who” first. It’s very important be able to asses the strengths and weaknesses of those you’re hiring.
We were last talking to Joel and Antonia about creating your dream team in business. They continue their discussion on how they assess the right candidates when hiring great staff.
In this interview Learn:
- Criteria to look for when hiring an employee
- Why you need to look at friends when hiring
- How to assess somebody’s level of growth and maturity
- Using Tribal Leadership in your Business
Aside from personality types, how can you assess an individual person’s level of growth?
There are a few different criteria that I use to assess people.
I can’t specifically diagnose the person’s level of mental health, that’s on them.
But are a few things I look for, especially when hiring for our company.
The first one is, “How much of their co-pilot process are they using?”
There are two main cognitive functions that people prefer. One of those is dominant or their favorite way of understanding the world. The other one is called the auxiliary process, or co-pilot in our Car Model. Using the co-pilot process is difficult because it takes you out of your comfort zone, but it’s the best way that you can grow in your personality type.
When you use your co-pilot, it forces you into a world that you’re not accustomed to. Because one is an introverted and an extroverted process. So if you’re an introvert, you won’t be comfortable using your extroverted co-pilot process.
You’ll favor your dominant introvert process. You’ll have a tendency to ignore the extroverted process because it feels difficult. If you’re extroverted, you’ll tend to ignore your inner world or introverted process, because it’s not as fun.
When a person understands their type and their co-pilot process, they can begin to make an effort and do exercises to develop their co-pilot process. Just like working out and building muscle, you can build your co-pilot. Then you can begin to really shine and excel in your natural talents.
People that use their co-pilot show a good sign of growth and maturity. Because it’s forced them out of their comfort zone. If a person can figure out how to get out of their comfort zone and push through, they can become used to it. They can continue to push further out, expanding that territory. That is usually a sign of somebody that’s done quite a bit of growth.
That’s one of the gauges I use. Have they developed their co-pilot process?
The other thing that helps me really understand if somebody is mature is,
“How self referencing are they?”
Not in the sense of do they use their own life experiences to understand the world, but more of how much is it about them?
“Are they always focused on what they’re going to get out of it?”
How much can they see outside of their experience and see that we’re all in this together.
So one way you can do that is by listening to a person’s language. I use Stephen Covey’s concept of,SEEK FIRST TO UNDERSTAND, THEN TO BE UNDERSTOODClick To Tweet
This is something that comes up in conversation all the time.
Is the person insistent that you see things their way and understand their position before they understand your position?
Or will they take the hit and let their ego sit back for a moment. Will they seek out what you’re trying to say to better understand your position, before making you aware of their position.
So just things like that. I would say Steven Covey’s work, “7 habits of highly effective people” is a great place to start. Most of those principles is my unconscious way of vetting people. To see if a person has actually grown or are still in an immature place in their development.
That’s an insightful way to assess people. Whether they have a selfish or selfless view on the world or the way they communicate.
Joel: Also you have an ability to see their growth level by the type of people they surround themselves with. To me, if I’m hiring somebody or looking at a team member, I can get a sense of the person’s maturity level by looking at the type of people they surround themselves with. Because,You’re the average of the 5 people you spend the most time with.Click To Tweet
So if I can get a sense of what those other people are like, then I can get insight on the person I’m trying to hire. When you’re hiring somebody for a job interview, they’re often putting on their best face. They’re answering all the questions that you want to hear. They’re saying all the right answers.
If you can get a sense of how they surround themselves, their company of friends. Then you can get a really good insight at the character of the person, the type of growth they’ve gone through. Their maturity level will show. You can tell their responsibility and work ethic. Because typically the people around them will be similar in character.
You can get honest feedback by looking for the people they hang out with. That will be a good measuring tool for you.
Antonia: I just thought of another good tool. This isn’t a typology model, but it’s a model I use all the time in my hiring or consulting businesses.
Dave Logan’s, “Tribal Leadership.” It’s a fantastic model to use to determine if the person has the right mindset or is a good culture fit in your company.
It’s also a great way to diagnose the culture of your own company. To figure out where you guys fall in the tribal leadership model.
It’s basically an attitude you bring to the world. Whether you think the world is a friendly place or a hostile place. Do you feel like you suck and your life will never get better? Or do you feel like you’re awesome and everybody else sucks. Or are we all in this together?
A person who shows up with at least a level 4 tribal attitude can determine if the person will be a really high quality and mature person. But you have to make sure that you already have a good existing work culture to put them in. If you find somebody at a high mindset and culture level, but you plug them into a lower culture group, you’re going to bring them down. They won’t bring the group up.
So first, you have to make sure that your company culture is at a high level.
Then you find those great people to be a match for it.
Continue to – Personalities Running your Business
JOEL MARK WITT BIO
Joel Mark Witt is a speaker, writer, and digital media entrepreneur with a focus on personal growth and transformational leadership. His specialties include, marketing, content creation, project management, and helping business increase sales through digital media.
As the co-owner and CEO of Personality Hacker, he oversees a new kind of publishing company that merges digital media with emerging models of human development focused on helping people “hack” their personalities and create more happiness in their lives.
He speaks at numerous influential industry conferences discussing emerging technology and its impact on social media marketing, podcasting, and personal branding. He also hosts various workshops to train and consult with businesses and professionals, helping them to increase their bottom line through social media branding and content marketing.
ANTONIA DODGE BIO
Seeing how people tick is at the heart of Antonia’s natural ability to understand how people and systems work. She is an author, thought leader, coach, and systems thinker. Her expertise is in personality profiling.
She has over 10 years experience in applied psychoanaltyics and profiled hundreds of people. She does consulting for businesses and has helped companies such as Zappos, Hot Topic Media, Oracle, and Voyage Media. She has also served on the leadership team for TED (Technology, Entertainment, Design) Talks.
Antonia Dodge is currently the co-owner and Lead Trainer at Personality Hacker. She has developed over 20 high level training systems, products and resources. Antonia has co-developed a 6-month profiler training course that teaches coaches and business professionals how to speed read people and understand how their mind works. She helps them to work with each unique personality type for team building, achieving business goals and life purposes.