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You can download a complete transcript of today’s episode by clicking the button below.

Imagine this scenario: You just hired a new leader. You’re expecting them to jump in and give you relief the moment they arrive. Finally, someone else to carry the load, right? Meanwhile, your candidate is most excited about all the training and mentoring you’ll provide before they dig in too deep. It’s possible you’re not on the same page.

If you want to achieve your mission, you must be on the same page from day one when hiring new leaders.

This is Part 2 of the Breakthrough Leadership Vlog – Season 01, Episode 01. You can find Part 1 of “5 Steps to Hiring Better Leaders” here.

In Part 1, we talked about steps 1, 2 and 3 of our five steps hiring process. These steps can be used during your interview and vetting process. Ask yourself, is your new leader ready for the role?

Another way to use these five steps is to check whether your candidate is in alignment with your organization’s mission.

5 Steps to Hiring Better Leaders

  1. VALUES – Look at their values.
  2. BELIEFS – Uncover their beliefs.
  3. TIMING – Test the timing.
  4. SUPPORT – Can you provide them support?
  5. SELF-LEADERSHIP – Are they self-leaders?

First, you have to find the right candidate. Second, you have to support them. One facet of hiring is determining whether your candidate is ready to lead. We talked about examining your leader’s values, beliefs, and timing in Part 1. The second component is taking ownership of the support process once the leader arrives. As the one doing the hiring, are you ready to take ownership of the support process? We talk about this in today’s video (Part 2). 

Recap of Key Takeaways:

  1. Looking for their values: Find out what they want more of in their life. What do they want less of? Why?
  2. Uncovering their beliefs: Listen carefully during the conversation. What do they believe about themselves? What do they believe about others? Is it generally positive or negative?
  3. Testing the timing: Don’t be in a hurry to hire. Wait. Promote leaders when they’re ready. Not a moment sooner.
  4. Providing support: Be prepared to fulfill your promise for support. Consider how much time is required to prepare and mentor them.
  5. Identifying self-leaders: Ask about their goals. Do they have any? What are their plans for personal growth?

About Matthew

Matthew DeYoung is a serial entrepreneur. He is the cofounder of Breakthrough Leadership. He has been a cofounder of six other internet-based startup businesses. His past consulting clients have included Walt Disney, Universal Studios, Target, NASCAR, and the NBA. As a learner, he is always trying to demystify the leadership aspects of business. Matthew has been married for 17 years and has two daughters.

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