… A Barometer on the Quality of Your Team

by Jim Solomon and Bruce LaRue, Ph.D.

The quickest way to gain a barometer on the quality and capability of your team is to ask yourself: “Who would I rehire tomorrow?”

Think about those you would not rehire and the reason why you would not rehire them. Ask yourself: “Is the reason that I would not rehire this person due to their willingness or their ability to perform their duties in support of our mission?” If it is a question of ability, you can often remedy this through appropriate training and development or finding a more suitable role for them. If, however, you would not rehire the person due to their willingness or attitude, then you have a more difficult problem on your hands, and one that you may not be able to easily change.  If individuals on your team are struggling because of their willingness or attitude toward their work or toward their teammates, you must have a direct conversation with these individuals about their attitude and the impact this is having on the organization.

If the person with the attitude problem is in leadership, it is of the utmost importance that this issue be addressed promptly.  Anyone in a leadership position must be held to a higher standard due to the greater level of influence and impact they have on those around them and those who report to them. Leaders set the tone for their teams; you must have the right people in leadership positions who are fully on board with the direction the organization is moving. Your time and energy should be focused on those who demonstrate themselves both willing and able to become an integral part of the team and mission. Too often, we spend a disproportionate amount of time on a handful of people who simply may not be a good fit. When this occurs, we must act in the best interests of our organization and mission by assisting these individuals either into a more suitable seat or off the bus altogether.

Assuming you would rehire the person, we recommend that you routinely do so. That is, rehire your best people on a routine basis. What do we mean by this? Too often it is only during the hiring phase, when we are “courting” these individuals, that we share our vision of the organization with them and do our best to entice them to join us on the journey ahead. We make promises of a bright future and all the good things that will come their way if they join the organization.

Have everyone on your team – including yourself – ask the following question: “Would you rehire you? Why? Why not? And if not, then what are you doing about it?”  Be honest to yourself! Sustain your strengths and address your challenges with a written action plan.

(Source: Seeing What isn’t There – A Leader’s Guide to Creating Change in a Complex World by Bruce LaRue & Jim Solomon. Atlanta: Deeds Publishing, 2019.)

Learn more from our team at Chambers Bay Institute and our latest book “Seeing What isn’t There – A Leader’s Guide to Creating Change in a Complex World” www.chambersbayinstitute.com