What Hurricane Prep Teaches Us by Catherine Hickem
Typically people will get into the hurricane prep mode when they a. believe it is really going to hit them and b. when they think it will be a bad storm. This is pretty indicative of human nature in that we want to minimize dire warnings. We also don’t want to spend money unnecessarily if it bypasses us.
Yet, looking at the storms from the rear view perspective, companies can learn a few strategic lessons from these stressful events. First, if organizations will do their due diligence when hiring, they will greatly improve their chances of hiring the right people. Finding the right person to sit on the right seat of the bus will take time, money, and intentional energy. Resumes can be padded, interviews can be a ruse, and references can be bought. Great hires require spending time getting prepared to examine the potential candidates through a variety of filters. Is he the right fit for the culture? How is her judgment and decision-making ability under stress? Is he comfortable in his skin? Can he tell you a time he failed and what he learned from it? These are just a few of the insights needed to know if you are on the right track.
Secondly, another way to prepare is to know who you are looking for in the role. Do you want a similar leader to the one who just left or do you need a totally different type to energize the division? What does the team need to achieve a new level of excellence? What would the peers say is needed in the role? While no one group can dominate the hiring process, knowing these needs provide clarity and improves the likelihood for a good fit.
Lastly, prepping for a storm is easier if you know what the major characteristics are in the storm. Is flooding a concern or is the issue more connected to wind and tornados? In hiring, information such as the competencies for the position are as important as the job description itself. What skills are needed in this role at this time in this stage of the company’s life cycle? Some leaders are better at launching new initiatives while others are better at steadying the team. Simply knowing this aspect of the company’s need will help define the focus.
The more the hiring team can have a prepper mindset, the better the likelihood the right person will be hired and a disaster prevented. Thanks Harvey and Irma. You were good for something!