Selecting people is like selecting golf clubs
You’re on the course, bag at your side, and it’s time to take the shot. You reach for a club. How do you decide? Maybe you will assess do the two of you work together? You’ll envision a desired outcome. Maybe you want to get down the fairway, onto the green, out of the rough or into the hole. Choosing the wrong club can be costly. You blow the shot and the hole, even the round. But oh, the joy when the choice is right, the ball flies, and the vision is realized. It may be luck, but more likely it’s a matter of experience, awareness, and preparation.
Now imagine this same scenario when it comes to talent at your organization. Whether you are hiring hundreds, or promoting just one, or creating project teams, there comes a point in time when you have to choose. Who will it be? How do you decide?
Just like selecting the right club is critical for a successful game, selecting the right people to get on the bus is
critical for long-term organizational success. We all have different skills that empower us to succeed at different
tasks. Choosing the wrong person is like trying to drive with a wedge. It may eventually get the job done, but it will take a lot longer, be extremely painful and awfully ugly in execution. Proper selection begins at the
beginning, long before a job is posted or a first hire made. Just like proper club selection, success lies in experience, awareness, and preparation. These can be distilled into tangible action by identifying your organization’s core competencies. These core competencies advantage, your market strengths,your combined wisdom, your sweet spot. These core competencies become the foundation to build a successful talent strategy, starting with job descriptions that work, recruiting that fits, and talent development that empowers the present and future.
A selection process, whether for new hires, succession planning, or project team formation, grounded in core competencies will empower individuals and teams. From her research on selection, Kate McMillen,Line of Sight’s senior consultant,concluded that success lies informalizing the process, creating a culture of relationship and fostering open and honest communication.
All of us bring biases and underlying beliefs into our encounters. Having a formalized process nudges us to be aware of our own experience.Our feelings can be as informative as facts when we are living in awareness.
Otherwise, feelings can be traps that keep us making the same mistakes over and over. A formalized process of selection increases awareness and leads to better decision-making.
Success depends on selection. Selection is empowered by a formal process based on your distinct core competencies within a culture of relationship. Just like picking the right club leads to a better shot at a good shot, picking the right people leads to a better shot at desired outcomes.