Finding the RIGHT people
As a CHANGE AGENT, for you to effect great impact; you need the right people whom you will work with to solve the challenges of your cause that you are devoted to solving in your community.
In both my leadership and entrepreneurial journey, I have already met different characters who in the first instance appear as though they want to genuinely work with you for both of your benefits whilst they actually have their own nefarious and hidden agenda that is self serving. You will meet these characters at one point or another!
The right person for your mission is someone who values the work you are doing and buys into your vision, in addition they see alignment between their own personal aspirations with their prospective roles in your organisation.
Here are some critical questions for assessing your prospective partner or colleague who you want to work with:
1. What are their values? Do they align with those of your organisation and those of yours as the founder? Rem: If someone does not believe child abuse is a serious problem, they would not add real value to your organisation if that is what you are trying to solve.
2. What are their current responsibilities that need their attention and their short term goals? Make sure that your prospective partner is not involved with any of the organisations that will lead to conflict of interests. In addition, that they are going to be with you for a significant amount of time.
3. How much time do they have to commit weekly to this initiative or organisation? This is probably the most important question, if not truly established, it can lead to frustrations and conflicts. You need to be sure that whoever you bring on board will have time to do whatever is required of them.
4. What are their core skills, strengths and weaknesses? Here now you assess their relevance to the position you want to fill. If you can find someone with the right competence, they will add real value to the organisation. Otherwise find someone passionate and willing to learn.
These points are very important towards adequately capacitating your organisation to be able to be a winning team. There is definitely more consideration to be done however this are high on the list. Avoid friends and family who you may struggle to discipline and be honest with, if you can’t imagine constructively arguing with that person or telling them that they are not doing things right, then you probably will struggle to lead and manage them. Do not hire them!
In my experience, people who slacked from the beginning never improved, and those who I had a bad feeling about hiring them after a while proved to be horrible. So immediately you identify a wrong hire, make sure to support them and understand their problems to manage expectations. If that does not improve results-best you release them.