Hiring Managers v. Hiring Leaders

I recently published a post with the title “Are You the Bottleneck of Your Company’s Growth?” where I briefly talked about hiring managers vs. hiring leaders.

I felt the urge to dive deeper into that topic because it’s so essential to a company’s growth as well as fulfillment at work.

Unfortunately, our educational system today teaches us to become managers.

Don’t ask too many questions. Don’t color outside the lines. There is only a right or a wrong answer. If you don’t follow the instructions, you will be banned.

When we get out of school, we get into a corporate environment where being a manager is rewarded even though it creates little value.

One of my clients recently published an amazing book, called The Healthcare Heretic, that goes alongside with what I’m talking about here.

What Managers Do For Your Company

When you’re hiring a manager, you essentially create a function inside of clear boundaries and then look for somebody who can fit into these boundaries and will stay inside of them.

This creates several problems.

You are the only person responsible. Managers don’t take responsibility, so you have to. They follow your instructions and will wait for your orders.

Therefore, you limit yourself to your own ideas and creativity. You force people to keep running at 5% of their potential.

And of course, you always have to be there when the shit hits the fan. You have to make sure nobody makes a mess. And if they do, you have to make sure the mess gets cleaned up.

Even as I write this, I get tired when I have to think about managing managers.

What Leaders Do For Your Company

First of all, you will rarely attract leaders by having a job ad up there saying what skills you are looking for.

Leaders don’t look for a job. They look for an opportunity to grow and contribute. They look for a vision that overlays with theirs where they can bring in their superpowers to create something exponentially bigger together.

Now that this is clear let’s talk about what’s in it for you.

Leaders don’t fill holes in the pie. They make the pie bigger.

Leaders come in with their own vision and ideas for what’s possible. This enables you do give responsibility instead of just giving people things to do.

Can you feel the relief of not having to be the only person in charge all the time?

Leaders create opportunities you would never have come up with by yourself. They bring products and services to market you thought could never work. They expand into markets you did not even know you wanted to expand into before meeting them.

Hiring Leaders Requires a Strong Vision

Here’s the hook, the string attached you have been waiting to know about.

If your company and you as the CEO don’t have a strong vision, one that inspires, how can you expect to attract true leaders?

There will be no leaders showing up at your doorstep if you don’t show up as a true leader first.

And by vision, I don’t mean boring corporate talk or something like “Our vision is to become the biggest company in our industry.”

Who cares?

A vision is something that inspires the heck out of people. It’s something people gravitate towards. It’s something you gravitate towards.

Here’s a great post from Richard Branson on vision and mission.

If you think to yourself “I’ve built a successful company but I’m not fully clear what that bigger vision is,” reach out and let’s have a conversation.

Being Average vs. Being Outstanding

Being average feels safe, it doesn’t stretch your comfort zone, and it’s cozy.

Unfortunately, being average leads to average results.

Being outstanding requires bravery, grit and stretches you in all directions.

Being outstanding is where, not only the success but also the fulfillment that comes with feeling successful comes from.

Some people decide to be average, and that’s fine as long as they don’t expect anything else than average results.

Other people decide it’s time to become more.

The choice is up to us.

The question we have to ask ourselves is “Who will I see when I look in the mirror when I’m 80 years old?” and “Will I be happy with the choices I made?”

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About the Author:

Daniel Jordi is a Visionary Connector who is on a mission to bring humanity back into our business world.

On that journey, he has advised hundreds of leaders and entrepreneurs to create a system for building trust with high-level decision makers, that gradually evolves these decision makers from connections into collaborations.

If you want to make evolving your connections into collaborations more effective and authentic, apply for a Strategy Call here.