Almost everywhere I go, leaders are struggling to find people to fill roles, especially more senior ones.
I’m talking about CFO, VP Ops, Head of HR, that kind of thing. It also extends to lead hand, site supervisor, project manager, location lead, and other jobs involving people leadership.
The perfect solution to this problem is to find that outside unicorn silver bullet candidate who shares your values, rejects all the deficiencies of the person who previously filled the role, and gets the DNA of your organization.
That does happen sometimes, but the chances of a ‘blind date’ hire working out like that are maybe 50/50. Or less.
So here’s my suggestion: look for people in your company who share your values, are blooming where they’re currently planted, are wanting a change, and can do the new job to a level 6. And then train them from there.
When someone doesn’t work out within 18 months of hire, over 80% of the time it’s due to a values misalignment. They just don’t get your company or feel like a right fit.
You already know your internal candidate. You know they share your values, they just don’t yet know how to do the job.
So my challenge for you today is: who are you developing for future, higher level roles?
Write down:
- Their name
- Your specific method of developing them
- Where you see them in the future (3-5 years)
This talent fight is going to be with us for a long time.
So why make it the “new normal?” We want better than normal! Let’s make it a new competitive advantage. As in:
Our advantage is, We pour time, money, and resources into developing our own talent.
“But what if we develop them and they leave us?” you ask.
The bigger question is, “What if you don’t develop them and they stay?”
Start with them where they’re at, not where you wish they were.
Getting ahead is about getting started.
