The Importance of Getting The Right People on the Bus
The Importance of Getting The Right People on the Bus
Having the "the right people on the bus" is one of the business concepts discussed by Jim Collins in his book, "Good to Great: Why Some Companies Make the Leap..and Others Don't." Collins researched over 1400 companies and discovered a set of ideas that, when embraced and implemented, differentiated great companies from their "good" counterparts.
The Basic Principles.
1. The first step your small business should take is to hire the right people, even before establishing a strategic direction. The idea: getting the right people working together will help your organization manage change. For example, if your small business attracts people because of your products, service offering or strategy, you might have issues if you have to change the direction of your business. On the other hand, if people join your organization because of reasons such as values, working with like minded people, etc. you will likely be able to "change the direction of the bus" without too much difficulty.
2. The right people eliminate the need for your small business to focus on the motivation and management of your team. The right people are driven, self-motivated and responsible.
3. Your small business will never maximize its potential with the right strategic direction but the wrong people. To quote Jim Collins: " Great vision without great people is irrelevant."
Characteristics of the "Right" People.
The concept of having the right people on the bus is rooted in the belief that it's critical to hire the right people first, then establish a strategic direction for your small business. An interview with the author (www.jimcollins.com) inspires the following list of things that your small business should consider when looking for the right people:
* The right people must share the same core values as you and your small business. An important thing to understand about core values is that they can't be taught - you can't force someone to change their behaviour to correspond to the values of your organization - it's critical to find people that are the right fit.
* The right people do not need to be managed - they may need coaching or mentoring to ignite the fire and tap their full potential, but they do not need to be "baby sat". Trust can be a good indicator when assessing whether or not a hiring may have been a mistake. Do you trust an employee to manage a critical situation or speak with an important client without feeling the need to look over their shoulder?
* The right people possess the ability to be the best of breed in their positions. Do your people have what it takes to be the best client service managers, salespeople, administrators, etc?
* The right people understand the difference between "having a job and holding a responsibility." Jim Collins refers to this trait as being "productively neurotic".
* Knowing what you know about people after they have worked in your small business, would you re-hire them? If the answer is no, they they are likely not right for your organization.
The right people are critical to a small company. In larger organizations, the wrong people can make it difficult to succeed - in more intimate cultures the wrong people will suck the life out of your small business. Hiring the right people and letting go of the wrong people is not an easy task...it requires discipline and courageous leadership. Is it worth the commitment? Mediocre companies are a dime a dozen..good organizations are slightly harder to find...but great companies are few and far between - they stand out in the marketplace.
The Importance of Getting The Right People on the Bus - To learn more about this author, visit Mark Smiciklas's Website.
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It's not a stretch to suggest that an organization has a greater chance of achieving success when it employs the right people. Obviously, the goal of any company is to hire well, but many small businesses mis-step during the process of seeking out the right employees. What are the characteristics of the "right" people? As a small business leader, what ideas do you need to understand and embrace in order to get the right people into your organization?
Having the "the right people on the bus" is one of the business concepts discussed by Jim Collins in his book, "Good to Great: Why Some Companies Make the Leap..and Others Don't." Collins researched over 1400 companies and discovered a set of ideas that, when embraced and implemented, differentiated great companies from their "good" counterparts.
The Basic Principles.
1. The first step your small business should take is to hire the right people, even before establishing a strategic direction. The idea: getting the right people working together will help your organization manage change. For example, if your small business attracts people because of your products, service offering or strategy, you might have issues if you have to change the direction of your business. On the other hand, if people join your organization because of reasons such as values, working with like minded people, etc. you will likely be able to "change the direction of the bus" without too much difficulty.
2. The right people eliminate the need for your small business to focus on the motivation and management of your team. The right people are driven, self-motivated and responsible.
3. Your small business will never maximize its potential with the right strategic direction but the wrong people. To quote Jim Collins: " Great vision without great people is irrelevant."
Characteristics of the "Right" People.
The concept of having the right people on the bus is rooted in the belief that it's critical to hire the right people first, then establish a strategic direction for your small business. An interview with the author (www.jimcollins.com) inspires the following list of things that your small business should consider when looking for the right people:
* The right people must share the same core values as you and your small business. An important thing to understand about core values is that they can't be taught - you can't force someone to change their behaviour to correspond to the values of your organization - it's critical to find people that are the right fit.
* The right people do not need to be managed - they may need coaching or mentoring to ignite the fire and tap their full potential, but they do not need to be "baby sat". Trust can be a good indicator when assessing whether or not a hiring may have been a mistake. Do you trust an employee to manage a critical situation or speak with an important client without feeling the need to look over their shoulder?
* The right people possess the ability to be the best of breed in their positions. Do your people have what it takes to be the best client service managers, salespeople, administrators, etc?
* The right people understand the difference between "having a job and holding a responsibility." Jim Collins refers to this trait as being "productively neurotic".
* Knowing what you know about people after they have worked in your small business, would you re-hire them? If the answer is no, they they are likely not right for your organization.
The right people are critical to a small company. In larger organizations, the wrong people can make it difficult to succeed - in more intimate cultures the wrong people will suck the life out of your small business. Hiring the right people and letting go of the wrong people is not an easy task...it requires discipline and courageous leadership. Is it worth the commitment? Mediocre companies are a dime a dozen..good organizations are slightly harder to find...but great companies are few and far between - they stand out in the marketplace.
The Importance of Getting The Right People on the Bus - To learn more about this author, visit Mark Smiciklas's Website.
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Anne BarrAnne Barr has over 26 years experience in sales and marketing, six years as a franchisee. She has assisted over 367 business owners and purchasers to achieve their goals in career change, transition and exit strategy. She holds the designation of Certified Franchise Executive from the International Franchise Association, Certified Business Intermediary from the International Business Brokers Association and Board Certified Broker from the Texas Association of Business Brokers. Anne is active in professional organizations, networking groups and volunteers for non-profit entities. As owner/operator of four successful businesses, Anne has proven people skills and enjoys helping clients find the right "fit" in business ownership. Visit www.FranchiseOpportunitySpecialist.com for more information about me and my company. - Visit Anne Barr's Website |
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Jeff FosterWebBizIdeas.com is a Minneapolis website design company founded to help people start an internet business by providing them with website, business, and internet resources that help foster the growth of successful online businesses and develop innovative Internet business ideas. We specialize in internet consulting & internet marketing. - Visit Jeff Foster's Website |
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John BrennanJohn Brennan Ed.D. Dr. Brennan is President of Interpersonal Development, LLC, a training and development firm. Interpersonal Development has provided sales training and coaching to more than 3,000 sales reps from over 100 companies. A native of Australia, Dr. Brennan received his doctorate from the University of Rochester. His dissertation researched the effectiveness of Behavioral Modeling Technology in training people in interpersonal skills. While he has spent most of his career designing or delivering training, he was also a Vice-President of Sales of a training and development franchise with operations in 25 markets. Dr. Brennan has designed and delivered sales training in North America, Asia, Europe, Australia and the Middle East. He has been a guest speaker at numerous national and regional professional conferences. When Microsoft wanted Best Practices articles on sales for their web site, they called Dr. Brennan. The results are at http://office.microsoft.com/en-us/FX011387391033.aspx His firm’s clients have included Volvo, The Prudential, Merrill Lynch, Eastman Kodak, Gannett, Equifax Europe, the Economist Group and countless small businesses. - Visit John Brennan's Website |
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Stephanie RobeyStephanie Robey is President and CoFounder of Pivot Positive, LLC - an Internet marketing business focused on helping people start work at home ventures. Previously, she was employed at The Search Agency with over 20 years experience in graphic design and 10 years experience in online marketing. She was responsible for launching the Conversion Path Optimization (CPO) unit where she and her team have conducted hundreds of optimization tests for online companies across multiple verticals. She is a successful entrepreneur having started and sold 2 companies and remains on the board of directors of the third, PhotoSpin.com Stephanie began her career in the direct marketing realm creating and producing direct mail for many of the major cable television companies and directly attributes her understanding of Internet marketing to those early offline experiences. Stephanie is a graduate of San Diego State University with a BFA in Graphic Arts and also holds an Executive MBA from the Graziadio School of Business and Management at Pepperdine University. Read Steph's Blog Meet Steph and Dave Sign up for our Free 7-Day BootCamp: Self Employed & Rich - Visit Stephanie Robey's Website |
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