Dan Schneider

Peak Performers: How to Recruit Them
April 30, 2008

In earlier columns, we’ve talked about the difference between hiring and recruiting:

You cannot hire a peak performer. You must recruit them.

Many people believe themselves to be experts in this area. Most are not.

The recruiting process involves separating the relationship aspects of leadership from the task - not permanently, just long enough to identify the separate requirements. Some inspirational people focus on relationships; just as some accomplished virtuosos focus on tasks. What we need in a peak performer is a little bit of both.

The first step in this process is to identify the characteristics that you think make up the ideal person for the position. Below is a table you can use as a guideline to help focus your thinking.

As an example, I have included some of the characteristics suggested by management gurus. After choosing characteristics that fit you and your culture, place a check mark in the column that best describes that characteristic as Knowledge, Skill/Experience, or Attitude.

The odds are pretty good that, after you’ve identified critical characteristics, most of them are attitudes. Obviously, you’ve got to have a good combination of behaviors, attitudes, skills, knowledge, and experience; but if you’re going to expect management synergy and teamwork, you’re going to have to have some people who play together well.

Occasionally, there is a great virtuoso talent who can carry a team to a lot of wins, but not necessarily to victory. That’s usually not the star’s fault – it’s the leader’s. As an example, Michael Jordan was with the Chicago Bulls for a few years before a leader named Phil Jackson turned Jordan and the Bulls into world champions. Once she/he has identified the talent, the peak performing leader turns the talent into a world champion.

Once you have the talent requirements identified, don’t wait for the talent to come to you; go out and find it. Look everywhere, not just in your own industry. Talk with friends, colleagues, business acquaintances, civic leaders, and anyone else who might have spotted such talent. When you start looking for the right people, take along your vision, your plans and goals, and your values. Those are the magnetic forces that draw peak performers.

Next posting - Peak Performers: How to Keep Them

Posted by Dan Schneider on April 30, 2008 | Comments (0)