Thursday, December 24, 2020

Great Leaders Attract Great Talent

Guest post from Susanna Camp and Jonathan Littman  

As a leader, you shape the ideas, provide the direction, set the goals. You’re great at focusing the journey and laying a course, especially when winds are uncertain. It can be a long, strange trip indeed – and your success depends on attracting the right talent.

Entrepreneurs, corporate executives and managers know from experience that the best teams sport a rare mixture of friction, freedom and alignment. Diversity and complementary skill sets are key. So how do you assemble a great team?

We spent many years interviewing and writing about talented people and teams for our new book The Entrepreneur’s Faces: How Makers, Visionaries and Outsiders Succeed. Our biggest takeaway? Talent comes in many different flavors, and the best startups and companies recognize the benefits of building a kind of superhuman tensile strength in their teams. 

We call these talents archetypes. We’ve met so many entrepreneurs that we can usually identify someone’s type in a few minutes. How do we know? They master challenges with a characteristic approach, and echo the habits of renowned innovators and entrepreneurs. What’s perhaps most valuable about understanding someone’s type is how their behavior plays out in the dynamics of a team. We all know the conflicts that upend teams. Dueling leaders or visionaries throw obstacles in the path to success. The opposite happens when you achieve superior compatibility. A human-centric approach to designing high achieving teams begins with filling out your squad with a healthy cross-section of talent and mindsets. And that starts with learning to recognize patterns.

In The Entrepreneur’s Faces, we present ten archetypes.  When you build your team, make sure you have a good mix. Here are the top seven types leaders need to know.

Step One: Start with the idea generators

 1. The Outsider: This is person who finds novel opportunities in industries and markets you might not normally target. They master the “beginner’s mind.” Defy the experts.  We believe every team needs at least one Outsider. The global crisis has made this role even more essential. When trends and habits change overnight, the Outsider is even more attuned to dig up emerging possibilities.

2. The Visionary: The future is coming, and it helps to have someone on your team who sees its first. This type brings a different kind of focus, based on their uncanny ability to see months and years ahead. What makes them so valuable is that they are practical. They map “from now to then.” They understand how the future will build on present realities, and start taking key steps to get there.

3. The Accidental: This may sound surprising, but you want someone on your team who will run with ideas that seem long shots. Google and many other firms have officially recognized this entrepreneurial type with a 20 percent or 10 percent rule, allowing staffers to pursue their own project ideas on company time (this has led to Gmail, Google Maps, and Google AdSense, among other G-Suite products). Accidentals bring passion to your company and that energy can be contagious. The Accidental infuses a project or company with authenticity.

Step Two: Round out the team with the problem solvers and doers

4. The Maker. It’s key that your team has someone with an aptitude at finding new ideas and opportunities. But you need Makers to put them to the test. Makers dive right in. They find a way to do an experiment or a test. They’re great at designing prototypes to provide quick feedback. And they learn fast from small, inexpensive failures.

5. The Collaborator. Every leader could use a few Collaborators. They excel at  analyzing how everyone and everything fits together. Collaborators keep their own ego in check, knowing they’ll  rise farther by connecting others and bridging ideas. They are the glue connecting the whole team.

6. The Evangelist:  Even the best of products and services need a story to catch fire. Evangelists bring an uncanny ability to fan interest. They’re naturals at creating the story behind the product, and know how to strike just the right points to touch hearts and move minds.

7. The Athlete:  This is the type that loves a contest and a challenge. Athletes relish preparing for the... unexpected. During tough times you couldn’t ask for a more robust, versatile staffer. They love to work. Adapt, recover, pivot is their mantra. Athletes figure out the connections between seemingly diverse activities, building new processes and opportunities on the fly. 

Smart Choices Make Strong Teams

Who you choose depends a lot on the kind of team you want to create. There can be a world of difference between a startup of four or five individuals and a corporate squad of ten or more. You’ll also want to consider where you stand on the seven-stage journey we call the Entrepreneur’s Arc. Are you just getting started at the Awakening and Shift? Midstream, approaching the Launch, or hitting do-or-die time, at the Test.

We think you’ll find these archetypes and this team question of diversity and compatibility valuable. Building out your team starts with self-awareness. To learn more about all ten types and take our diagnostic quiz, please visit our website at theentrepreneursfaces.com.

Of course, share the results with your friends and networks!

Jonathan Littman and Susanna Camp are the authors of The Entrepreneurs Faces: How Makers, Visionaries and Outsiders SucceedJonathan Littman collaborated with IDEO on
the bestsellers
The Art of Innovation and The Ten Faces of Innovation (more than 650,000 copies sold worldwide in 12 languages). The author of ten books, five of his works have been optioned for films. His award-winning journalism has appeared in Playboy, the LA Times and Forbes. Follow Jonathan on TwitterSusanna Camp is the Editor-in-Chief of SmartUp.life. A journalist specializing in emerging technology, she was an early team leader at Wired magazine, and has also been on the staff of Macworld, PCWorld and Outside magazines. Follow Susanna on Twitter.

No comments: