For the past 4 months I have been involved in a little bit of reality television, which this week came to a head. For those of you who know me well, you’ll know that I sing in pubs most weekends, so you can take a guess as to what I was doing, but I won’t refer to it directly. You might get a few little hints throughout if you read carefully.
I wanted to share some of my experiences and try and relate them to how we create perception, culture and trust as leaders. Bear with me on this one, I’ll try not to get to lose my voice if you promise to turn and give me your full attention 😉
The early stages of this process was quite refreshing, everyone seemed genuine and intent on providing an environment where I could do what I was there to do. I was repeatedly told to be myself because that’s what got me to the dance! As leaders we bring people into our organisations because we trust, through due diligence, that they have the right skills and attributes to do the job we need them to do right? Are we providing the right environment for people to utilise the qualities we saw in them through the recruitment process?
As I progressed through these vetting stages, the red seats, I mean flags started to appear. “We love what you’re doing Jason, but how about you do it like this”, “That thing you do is amazing, but we think that this would be better”. Now, I know what you’re thinking, I could’ve left at any time, but I chose to continue down the rabbit hole. Let’s look at this situation as lesson. You’ve sold them the dream, you’ve told them they’re amazing at what they do, but now you want to fit a square peg into a round hole. How many times have you been in the situation early days in a job, where the grass ended up not being greener? This situation is not ideal for either party as trust is starting to erode. How do we combat this? Is the job wrong or is the person wrong, or have we just moved the goal posts? Just some questions to ask yourself if you’re having issues bringing people into the business, or if you’re seeing early drop offs. Might be a good time for some review and reflection.
Cut back to fun times in television world and we’ve finally gotten the nod…. The offer letter if you will. There have been many red flags to this point. I chose to continue, but how many candidates do you think would do this if they’re getting mixed messages, kept in the dark about the process, expected to jump at the last minute. A seamless and transparent candidate journey helps you create a community of talent that already have a great experience with you. Keep them engaged and you will have an easier time building your team.
The day is here, time to do what I’ve been engaged to do …… get the job done!! I’ve been brought here for my skills an attributes right, so why do I have 6 people standing around me telling me how to do it?! Trust that you have hired the right people to get the job done. Enable them to be themselves and you will get the best out of them.
Granted, reality television is very different to the wonderful world of employment, but there are relevant lessons in my experiences over the last 4 months. I hope I’ve communicated those well enough, if not, I hope you’ve enjoyed the rant!!
JD – AKA “The Poor Man’s Robbie Williams”