Some time ago, I wrote,

"When it comes to filling roles at your company, rather than dwelling on who is right and who is wrong,  business leaders should dwell on 2 things:

1. Character Differences…particularly, the interplay between individual’s egos
2. Individual’s Talents…particularly, the extent individual’s talents deliver value to the business"  [for more thoughts in that area, see Getting The Right People on Your Bus]

A little later, I wrote,

"In a 2011 Canadian Corporate Culture study, 85% of respondents indicated that cultural fit is more important than necessary skills when hiring. 

When you are hiring a person to join your business you must work to understand whether or not they will 'fit in' your business Culture.

That means at least 3 things:

1. You must understand your business Culture and the details of its embedded Values and your rules [our Master Rules],
2. You must understand the employee-candidate's personal Values, and 
3. You must determine whether or not the employee-candidate is compatible with our business Culture."    [for more thoughts in that area, see Having Values, Delivering Value, & Recruiting Great People]

Why did I write those points?

I wrote them because I have witnessed many people recruiting at the 50% level. I mean, when they are recruiting they do half the work they need to do:

• they cover the tangible-technical aspects of the role, making sure credentials are in place, spending time figuring out the candidate's ability to perform the key of the role, etc. and Tasks
• they fail to cover the intangible aspects of the role such as culture fit, values fit, etc.

1. Uncertainty is always the scenario: none of us can foresee the future. The best we can do is make predictions and make adjustments as less-desirable-than-forecast situations arise. 
2. Waiting for perfection is a luxury few can afford. Working for perfection is a strategy for disappointment. 
3. Have a thorough hiring process…but do not aim for perfection. Communicate openly…about tangible/technical facts and the intangible aspects of your business culture/environment. Involve many people…so your company and the candidate have the ability to observe one another…over a period of time. Be thorough. And take action.

People resist being too constrained under firm rules, processes, and controls.

That's because people value independence, the ability to influence and control situations, and the ability to satisfy their curiosity and innate creativity.

People stray and wander, maybe even flounder or breaks laws, when given full freedom and autonomy.

That's because people struggle with self-control and are prone to choose short-term gratification over long-term gratification.

The extremes of too-much process and too-little process are gardens for dysfunction. When we apply too-much process, expecting people to follow our instructions and 'do things right' most people resist. When we apply too-little process, expecting people to be innovative and 'do the right things', most people fail to excel.

So - what must business leaders do?

Business leaders must:

• practice Commander's Intent to help people do the right thing while also doing things right
• use Vivid Vision to invigorate imagination
• set Master Rules ..closely linked to personal values

Thought Tweet #683 It seems to me a person needs 3 things to excel in the world of business: Intelligence, Self-Control, & Drive. Do you agree?

The Thinking Behind The Tweet

Business Contains Only 3 Things: People, Process, & Situations. [That's a key piece of Spirited Leaders' philosophy]

People who excel possess: Intelligence, Self-Control, & Drive.