Snow white and the 7 little EMPLOYEES
As a senior leader, the importance of having the right people in your team is well documented. But to help get this right, it all starts with knowing the types of employees and identifying what is needed at the point of recruitment.
In the magical season, here’s a fun twist on how to identify those in your team.
Happy – everyone loves them, lots of “happy” types together (so long as there are diverse skills / experience) equals harmony. But risks include a clique – which is no laughing matter.
Grumpy – by contrast, they are“mood hoovers” that bring negativity into the room like rain at a bbq. Skills are overshadowed by the gloom this type brings to a workplace. Best avoid.
Doc – highly skilled, resourceful and driven employees that are often the life-blood of progress. The trick is to ensure that different skillsets are represented, not duplicated.
Sleepy – by contrast, they are the type that even a cattle prod cannot get sustained, high-quality independent output. You will need to give short burst tasks to keep motivation.
Bashful – full of amazing ideas, hardworking and able to self-motivate but needs a lot of gentle coaxing to encourage this type to have the confidence to share vision with the team.
Sneezy – brilliant at what they do when they are at work but has a lot of sick days, which really break the flow of continuity and can cause frustration within the rest of the team.
Dopey – if this type is not already in your employment, best keep it that way; if they are, you need to figure out whether it is a “willing” or “able” issue. Willing but unable – train. Able but unwilling – get rid.
Building the right team is essential to achieving the best results – so getting the selection right from the outset is a fundamental factor.
Getting the right professional coach in your corner will enable you to achieve tangible outcomes – doing it alone if you are unsure of the direction is just dopey.
Set your goals, book a consultation with me, and let the journey to your dreams start.
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