It is a fun time to be an HR Consultant. Clients are hiring, investing in staff, and business is good for most organizations. A large part of my work right now is developing the next wave of leaders with my clients. New managers often struggle to address employee performance concerns, to interview and to determine “needs vs wants” in new staff members.
As I work with managers who are hiring for the first time, they often have a long list of requirements for new hires. I frequently hear that this candidate “doesn’t know how to do X”, or “I don’t think she has any experience with Y”. This makes me giggle a bit (on the inside of course), because when I hired that manager, he/she didn’t have X or Y either.
We were all “green” when we started our careers. We forget how much we didn’t know when we started. Over time we learn from our mentors and our missteps and we earn all the gray hair we eventually have.
As managers and leaders we need to identify the small list of “must haves” in new employees, and balance that with the right mix of aptitude and attitude. We need to hire learners. We need to hire potential. We need to hire our future.
Let me know if Roo can help develop your managers.
As I work with managers who are hiring for the first time, they often have a long list of requirements for new hires. I frequently hear that this candidate “doesn’t know how to do X”, or “I don’t think she has any experience with Y”. This makes me giggle a bit (on the inside of course), because when I hired that manager, he/she didn’t have X or Y either.
We were all “green” when we started our careers. We forget how much we didn’t know when we started. Over time we learn from our mentors and our missteps and we earn all the gray hair we eventually have.
As managers and leaders we need to identify the small list of “must haves” in new employees, and balance that with the right mix of aptitude and attitude. We need to hire learners. We need to hire potential. We need to hire our future.
Let me know if Roo can help develop your managers.