For the past few months I’ve been working with a team of leaders on trying to identify a perfect hire. We initially approached the search thinking that we would replace the person with an individual with a similar background and skills set. That seemed reasonable since we thought things were going well with our current leadership structure. But as we continued to identify potential candidates and were unable to find that “perfect fit” leader, we started to reflect on our journey. We started to ask ourselves some empowering questions:
What if we changed our model of our leadership team?
How could we look at this job opening with new eyes?
What is preventing us from changing our direction with this position?
How could we essentially make a shift?
We decided to put our heads together and look at our potential new hire in a brand new way with new assumptions and parameters. We needed to be flexible.
Here are five pivots to becoming an agile leader:
1. Assemble A Forward-Thinking Group of Leaders
To even begin thinking about a different team structure for an organization, it is essential to assemble a team of leaders who are not tied to the past or status quo. This is a mistake many institutions make when deciding on the hiring group. The search team has to reflect the demographics of the organization as well as be comprised of creative thinkers. That means that each person involved in the search and hire needs to see a different path forward from the current one.
Agile leaders are forward-thinking and curious, willing to try unfamiliar approaches. Click To Tweet2. Put On A Dreamer’s Cap
We were having challenges finding the exact replacement candidate for our open position. We kept interviewing similar type individuals for our next hire and realized something wasn’t working. So we decided it was time to dream.
- Take off the “This is the way it has always been” hat.
- Breathe and let your mind wander towards different possibilities.
- Don’t limit your thinking but rather keep growing the options.
- Welcome outlandish and uncomfortable choices.
3. Create New Assumptions and Test Them
The next pivot is deciding on some new assumptions about the position as well as the candidate. A forward-thinking search team has the ability to choose what is and what isn’t negotiable with the new hire. It may be time to rethink the background of the potential new member. Do they absolutely need the same credentials and skills that the previous person had? While considering alternative assumptions, discuss what may work easily and what may need tweaking for the job responsibilities.
An agile leader focuses on creating new assumptions and testing them out. Click To Tweet4. Change Your Leadership Model
Once new assumptions are established the team of agile leaders is ready to build a new leadership model that reflects the current and future direction of the new hire in the organization. Although it may feel uncomfortable at first, a new direction could breathe new life into an established institution. Some pivots to consider in changing the leadership model include:
- Be clear on the purpose and future direction of your organization.
- Identify distinct role responsibilities for each person.
- Recognize what skills are needed for the new hire and be prepared to offer them training or coaching to get up to speed.
- Roll out town hall meetings explaining the new leadership model to avoid any confusion.
5. Hire The Candidate That Speaks To Your Organization
Now you are ready for the last pivot- hiring the best-fit candidate for the new model. In my case, we needed to become more agile and see how we might redefine the roles and tasks of everyone involved. At every level there was a need to become more openminded and curious to make sure we could hire the strongest leader for our current and future direction. We had to say goodbye to the past model and forge ahead. I am looking forward to a year of trying new ways and experimenting.
Are you an agile leader ready for different possibilities?
Great points, Terri! Leaders often become so focused on finding a “dream team” that they don’t take the time to reflect on how leadership and the team will respond when plans hit a snag. Most evaluation is done on the assumption that once a new direction is identified, everyone will move forward. But what can be just as critical is for leaders can be agile while at the same time helping their teams to also be flexible in how they approach disruptions.
It is a great point LaRae that when facing uncertainty and constant disruptions, leaders will be must more impactful if they can empower their team members to be more agile. One way to do that is to do away with a “perfect fit” hire and instead look for qualities that will enhance the current team. Oftentimes thinking about a new team member with a different background might actually be a stronger choice.
Thanks LaRae!
Great points Terri! This also applies very well when you are a new leader coming into an organization. Many times you enter in with your goals for change in focus without being agile enough to grasp and understand current states of the team functions before you bulldoze ahead with your vision. Maybe some of the facets of your vision are already in place and only need a little tweak to meet your goals.
Evaluating the current process will guide and serve your ability to steer the team to your final point of the goal.
Great point Robert about needing to be agile when a team has a new leader. I too am a believer in first understanding a current situation before deciding how to change up the direction.Goal-setting should also involve input from team members to build buy-in and empowerment. Thank you for chiming in with your thoughtful ideas Robert.