RECRUIT & SCREEN
A clear understanding of your organization's Morals, Values, and Purpose, gives you a solid foundation for Recruiting and Screening for the leaders you want in your organizational culture. You have created a personification of the qualities you want you people to posses. Now, it is time to find people who live by these measures, and can demonstrate that they do.
I am going to go back to my United States Marine Corps to set the example. You all see the commercials. One of the most popular commercials was the slaying of the Fire Demon. For a military body, they have some marketing geniuses who know how to attract and appeal to a specific age and mind-set that they desire to populate their ranks with. They market to primarily young men of late teens to early twenties, who posses a particular moral standard, a desire to contribute to a higher purpose than themselves, and yet, an individualistic tendency to think outside the box to get the job done, no matter what. The Marine Corps has also established a high level of exclusivity. Not everyone can be a Marine. That is why they say: "The Few, The Proud."
Can this be duplicated in the business world? Of course it can. The most important steps to making this type of recruitment a reality is to have the first two steps of Building A Leadership Culture in place. You better know what your organization's Morals, Values, and Purpose are if you are to be able to identify, target, and recruit the exact people you want along with the traits and principles you want them to posses and live by. Having those steps well established make recruiting the right people much easier.
All you have to do is answer questions of: Where to find the people who posses the qualities and values you desire? What are their social habits? What groups do they tend to belong to? Do they belong to a specific demographic? Depending on what qualities you want your people to have will dictate the questions you have to answer in finding these people, but, to reiterate, those questions are easy answer if you have set the foundation with establishing the first two steps of Building a Leadership Culture.
Send everyone to boot camp! I am just kidding. Boot camp, however, is the Marine Corps' screening process. Boot camp is designed to simulate (as closely as possible) the kind of chaos, confusion, and physical challenges Marines will face. It's when times are tough when we are all truly tested. Our character, our values, our leadership are all on display in the toughest of times.
This is where the Marines establish selectivity at a whole other level. At OCS, they would wake us in the morning, make us stand at attention, and tell us to look at the person to our right and then our left. Then our drill instructor would say: "When this is all over, one of those candidates will not be here." It was a constant reminder that we had to truly make a commitment, if we wanted to stay, and that only a select and worthy few were to be permitted to become leaders of Marines.
Now, you don't need boot camp like the Marines to establish selectivity and to further screen for the qualities you are recruiting for. Some of the more well-known organizations out there who know how to build their cultures already have mastered their own screening process. One in particular is McKinsey & Company. They have a specified, scenario based interview process. It is not a slam dunk process that took any warm body off the street. It took the challenges that were realities for their organization and placed them in front of prospective candidates to test the very qualities they advertised in their resumes, as well as to test HOW they think.
This type of screening process will cost a little time, money, and effort to place into motion, but I ask you this: How much time, money, and effort are lost every year on hiring the wrong people for your organizational culture? Frequent turnover is a clear indication that a Leadership Culture is not in place. The cost is minimal if invested up front vs. later down the road.
Too often, organizations believe that building an effective culture for growth starts with Recruiting and Screening. Though it is a very important step, it is most effective when Morals, Values, Purpose, Traits & Principles are clearly defined and practiced. Invest in Building A Leadership Culture today, because the cost only grows over time.
The last thing I will leave you with is: If your motivation for building such a culture is solely for growing profits, you are WRONG. Profits are necessary for survival and measuring growth, but if you have no other PURPOSE fro your organization, you will not be capable of Building A Leadership Culture.
"When everyone in an organization cares only for money, they will be divided in their efforts to achieve it for only themselves. But, when everyone shares in a common PURPOSE and VALUES, they will find wealth beyond their imagination."
Executive Leadership Coach & Owner of
Agoge Leadership Development LLC
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