I have spent the last year reshaping our executive leadership team at Tigerpaw. Not a day goes by where we aren’t discussing leadership, culture, and the myriad things that go into building a great organization; people are always a central thread in these discussions.
When we were smaller, we primarily hired individuals based on the skills they brought to the table – could they get the job done? As we grew, we realized that skills alone aren’t enough – job performance simply was not enough. As our new leadership team began to implement a shared vision, we found ourselves terminating some employees, “right-sizing” others to more suitable roles, and (most excitingly), hiring new team members. Throughout this process, many questions arose – why was this person not a fit for their current role? Why was this person viewed as a good employee for some time, but no longer a fit for the organization? What qualities should we be looking for in new candidates?