Creating an engaging organisational culture, what to look for and NOT look for, when hiring a professional for support

Creating an engaging organisational culture, what to look for and NOT look for, when hiring a professional for support

So you want to create a better organisational culture, a work environment that brings people together and brings the organisation to the next level?.

Great! Because, well let's be honest. If you don't treat your employees well, they probably won't stay very long, work very hard or very good. Atleast not as good as they could, even if they wanted to.

So you're looking to hire someone to help you do this. But what should you look for and what are the things you should really avoid.General practice for most that hire professionals is by using parameters such as experience and knowledge.

Don't look for these!

  • Experience  ( Years of "practicing" )
  • Knowledge  ( Degree, Courses, Knowledge of statistics )

It's wrong to focus entirely or even for 70% on these factors! Don't misunderstand, both paramaters are important, for many kinds of jobs and tasks. But when it comes to people, ask yourself: can experience andknowledge guarantee me the results I need in creating an environment that is unique and revolves around unique individuals, teams and an organisational composition where changes happen continuously?Or are other skills more important?

Let's look at the facts

The Oxford dictionairy says that the definition of Experience is:

  • Practical contact with and observation of facts or events:he had learned his lesson by painful experience, she spoke from experience
  • The knowledge or skill acquired by a period of practical experience of something, especially that gained in a particular profession:you should have the necessary experience in health management
  • An event or occurrence which leaves an impression on someone:audition day is an enjoyable experience for any seven-year old

If we take this quite literal, from a perception that probably more then 90% of people have, you'll end up with a very limited definition. 

Let’s imagine: you’re a child whose parents are continuously telling you that all people without exception like it when you hug them. So you believe your parents and begin doing that, and it works: everybody smiles when you hug him or her, and unconsciously keeps enforcing that belief, that belief that everyone wants and loves it! So you keep doing it. But then you take your belief, tested through experience into adulthood and go to a job interview. You see a middle aged, higher level executive, in suit and tie, with a serious air about him, ready to interview you. And what do you do? Right: you go up to him and hug him, even though you've never met each other!

So, do you believe that what you know and have experienced to be right? That he likes being hugged randomly?

This is what experienced and knowledgeable professionals often do! They look at a situation from their experience, their point of view, sometimes they'll even try seeing it from your perspective but attempt to fit it into the "limited" training, methods and techniques they developed, automatically adjusting the entire situation to something it's not.In short, in one way or another they subtly  try and make you fit inside a box you are not meant to be in! Because in the end we are all unique!

And since we, as people, tend to think inside of certain box, because it's easier and quicker, especially when we still have so much to do. We use the word experience in the most traditional sense. However if you chose to see experience as something beyond the literal sense, and expand the horizons into which areas one might have experience in and use it as an extra indicator and not as key, then your chances of recruiting the right person will improve drastically.

What factors to look for

  • Systemic thinker
  • Experienced communicator ( Conscious and subconscious )
  • Knowledge of field ( Which field depends on  your purpose and goals )
  • Personal development ( Challenged own perceptions )
  • Experience in the broadest sense( Example: For leadership skills instead of payed experience some scout for recruits that have lead a "clan" in a game environment )
  • PASSION, maybe not applicable under this heading but very important

If you pay attention to these, the solutions generated will be more consistent and congruent and will take into account everyone's experience and generate solutions that work for all stakeholders or will automatically correct themselves. Your changes will create trust, cooperation, acceptation and generate a foundation for all future change because the person you have doing the job, has the right perspective/mentality that thinks sustainably.

If you don't, resistance will follow everywhere you go, and if you do succeed in applying the change you want, the ROI will not even be 38% of what it could be!

What do you believe is important when hiring consultants, trainers or facilitators, help us expand this limited definition by adding your own experience to the mix! You can email me at jens.geets@value-d.com or post below. I look forward to talking with you!

In the next blog, I'll continue on what to look for in the conversation itself, adding little tidbits that make all the difference.