Change is one of the most consistent factors in any growing business, and when it comes to hiring and role definition, frequent change can present a big challenge in deciding what you really need in a new hire. Here are some tips for hiring and building a team equipped to handle change:
1. Focus on what will remain consistent
Determine what you will try to keep consistent - think about customer profiles, processes, communication, and available resources that will likely stay the same in the long term. Prioritize the most important gaps you need to fill and/or the capacity you need to increase for certain tasks. If a new and unique problem or opportunity has prompted your hiring needs, confirm that this new factor will also become consistent. If not, you might want to hire temporary resources or outsource for a short-term need.
2. Know your current team’s approach to change
One thing that will not change on your current team is the way each individual naturally deals with change and uncertainty. Identify team members who drive change and work well with ambiguity and allow them to explore future-state opportunities and solutions. Also, identify team members who naturally stabilize and mitigate risk to keep the unchanging parts of your business consistent. Then, pinpoint the people you can rely on to bridge these two extremes to facilitate a consensus regarding changes, as needed. If customers, projects, or products are constantly changing, this understanding of your team can facilitate better collaboration, communication, and resource sharing.
3. Decide how your new hire will need to approach their work
Once you know your team’s approach and further prioritize what gaps and redundancies you need to hire for, decide how your team, especially the new hire’s direct supervisor, will need this new hire to handle change, urgency, and risk. Do not expect your new hire to be able to constantly act as a driver of change and a stabilizer - it is unlikely that someone will do both of these things without ending up in stress.
4. Be honest and transparent about change
In the hiring search and selection process, be open about your expectations of change and what the candidate might encounter in the role. Walk them through how often plans and priorities might change in their role and how often and quickly they might be asked to change course by their direct or indirect supervisors, customers, and team. It is also important to point out if they will be required to stabilize or mitigate risk to support a changing environment. Many candidates will get a gut feeling on whether or not they are right for a role when you clarify these types of expectations upfront.
In any business, cultivating diversity in the way people handle change is essential to growth. Going through these steps will help you avoid the risk of building a team that doesn’t drive change, has a blind spot to risk, or is in constant conflict over how to move forward.
If you’d like some additional tips on how to get clear on your hiring needs and attract great candidates, grab our FREE Job Ad Checklist at jobadchecklist.leadwithharmony.com
Andrea MacKenzie, Founder of Lead With Harmony, is an MBA, multi-certified coach, Kolbe-Certified consultant, and leadership and team-building expert with over 20 years of combined experience in corporate roles and business consulting. Andrea enjoys working with growth-oriented business owners and executives who advocate for the advancement and well-being of the people they serve, hire, and inspire.
Comments