Right People Right Seats
Sure, you’ve heard “get the right people in the right seats”. But many business leaders don’t know what that actually means. Everybody knows the mantra, but most don’t know how to make it happen.
Jim Collins wrote about this in his book Good to Great. He talked about getting people on the bus.
The truth is, there’s a simple process for making sure you hire the right people on your bus — and jettison the wrong ones at the next rest stop.
Acknowledge your company core values
Getting your people issues right starts with defining the right people for you. To do that, you must identify your core values as a company, then ruthlessly hire and keep only those people who share them.
Notice I didn’t say “define” your core values. Too often business leaders pen a feel-good list of what they wish their core value were. That’s worthless. You’ve got to be brutally candid about what’s really important to the critical people who make your business work. Your core values could be “leave no prisoners, work until we drop, get rich fast and everyone else be damned.” That’s not going to land you on many “best places to work” lists, but if that’s who you truly are at your core you can see how people who aren’t that way simply won’t fit in.
Use your core values to manage people
Your team must accept and live your core values. Just as one bad apple can often ruin a bowl of fruit, one person pushing back against the core values and direction of an organisation can also ruin the company. Make sure everyone lives the core values of the organisation. Use the core values and your vision to manage your people.
Define your seats
Job descriptions usually stink. Most are 2-4 pages of jargon and drivel that outline tasks a person is expected to perform.
The problem is that tasks don’t mean anything. Results are what mean a lot. You must define your right seats in ways that people understand the essential results and responsibilities for which they are accountable. Forget long job descriptions. Identify the 5 major responsibilities of each role in your company. Only then can you have clarity around what the right seats on your bus look like.
Understand/Desire/Can do it (“UDC”)
Finally, identify who in your company is responsible for every seat and ask three simple questions about every person.
First, do they “Understand the role”? You know when someone doesn’t understand it. When somebody doesn’t understand it, you know.
Second, do they “desire it.” Lots of employees work in jobs that aren’t truly what they want to do. If someone doesn’t desire a clearly defined role, they aren’t in the right seat.
Finally, ask whether the person has the can do the job. If not, is there something you can do about it? If you can, consider doing it. If you can’t, you’ve got someone sitting in the wrong seat. The ALC system is designed to help you through this process and get the right people on the right seat on your bus.
Accelerate your understanding of the ALC System. Request a FREE meeting for your leadership team.