WK10 - Explain and give examples to argue why the following statement is true or false: “Get the right people on your team, and get the wrong ones off.”
A key talent acquisition strategy of Apple founder Steve Jobs was to find and recruit A-Players. My gut reaction is to argue the truth in the statement but I have grown both as an educator and leader. I would approach a comment like this with a question: “Tell me more about why you feel this is the only approach?” what happens next would dictate next steps on providing support, coaching, process change or whatever. Fullan shared context from Lewin and Regine work on the importance of relationships as the building block of successful teams and the need for connection to something “When the individual soul is connected to the organization people become more connected to something deeper-the desire to contribute to a larger purpose, to fell they are a part of a greater whole, a web of connection.” I have had the privilege of managing high functioning teams at a popular technology provider and based on my own experiences I would say that people can fall into two categories...those who are able to see there own blind spots and open to improvement and those who are incapable by choice or perhaps learned helplessness. For example, I had a fellow manager having trouble with a team member spreading toxic behavior, rumors and attitudes amongst her team. Despite her trying to support that employee using a common language of support around the issue and behaviors, it became a career Staller and that employee was let go. As leaders talent selection is hard and we always want to make the best choices, as this makes it easier for everyone to do great work but when things don't pan out with a particular hire, I have seen managers go to the dark place to off board that employee as fast as possible with out the proper steps and documentation. I believe that “creating the right team” can be challenging and that's usually our greatest expenditure of energy as a leader and the difficult employees will always need more of our support. Going back to the original statement is to look at the leader/ individual who is saying that and unpack their thought process “what is their definition for the right or wrong person” Is there moral compass aligned with that of their organizations HR Policies?
References:
FULLAN, M. (2019). LEADING IN A CULTURE OF CHANGE. S.l.: JOSSEY-BASS.
Lewin, R., & Regine, B. (2000). The soul at work: Listen, respond, let go: Using complexity science for business success. New York: Simon & Schuster.
