Monthly Archives: July 2014

It is Better to Be Hopeless Than to Have False Hope

“Letting the wrong people hang around is unfair to all the right people, as they inevitably find themselves compensating for the inadequacies of the wrong people. Worse, it can drive away the best people. Strong performers are intrinsically motivated by performance, and when they see their efforts impeded by carrying extra weight, they eventually become frustrated.” ― Jim Collins, Good to Great

Sometimes being hopeless is a good thing. When you are hopeless about what is “not” going to work you can then make necessary changes. It is important to realize the things you are doing right now that have no hope of getting you to your goals. When this happens, you have an epiphany — you get it!

It is better to be hopeless than to have false hope. False hope is destructive quality to have. Just as hope can conquer all, false hope can ruin everything.

Having hope can be your greatest problem and also your greatest opportunity. It is problematic when you place it in a mistaken reality; causing you to avoid the brutal facts. It is opportunistic when rooted in how things really are; causing you to make the necessary change and move on.

Often times we wrongly put our hope in some promise, belief, or wish that things will “just get better,” but ignore the clear reality of how things actually are.

For example, when you are missing goals, the reality is that you have not produced so far, and unless you make necessary changes, the future you can expect is more of the past.

The right people are on fire to change, they read books, look for mentors, seek experiences, and ask for advice. They do it on their own. You can just look at them and know that they have the discipline to develop themselves.

An organization cannot expect to attract and keep great talent if its managers allow their people to misbehave, underachieve, have a bad attitude, and generally avoid excellence. When there is an acceptance of people to halfway do their jobs, and management does not demand excellence as a prerequisite to keeping their job, it breeds a culture of mediocrity.

When you tolerate and hold on to non-performers, expect other team members to “catch” the sickness. Hire smart, coach your people up or coach them out; when you invest in the right people your business will thrive.



Will Executive Recruiters Poach My Staff?

Do Sharks Eat People?


Keep in mind that not all sharks are man-eaters and not all executive recruiters are poachers. The key is finding the “right” executive recruiter. Perhaps you want the Great White of recruiters but keep in mind; they may one day be poaching top talent out from under you.

Just as with sharks, there most certainly are rogue executive recruiters – the ones who readily “bite the hand that feeds them.”

How Can You Tell a Poacher from a Professional?

Ask them about their process. Keep in mind they will not provide you with their “secret sauce,” however, they should explain a general overview of their recruiting strategy.

The “right” executive recruiter will confidently speak to their expansive network of professional contacts of which they have built mutual trust with. The “wrong” executive recruiter will arrogantly refuse to elaborate and state something like, “that is what you are paying me for.”

The “right” executive recruiter invests huge amounts of time, energy, and resources into building their network of first, second, and third connections. The “wrong” Executive Recruiter will simply dial for dollars and call complete strangers off of company directories that they purchased.

Parting Advice…

Statistically, you are more likely to be struck by lightning than attacked by a shark. Likewise, you are more likely to find the best talent using an executive recruiter than from hiring on your own.

Find an executive recruiter who works within a reputable firm (not out of their basement). Confirm they specialize in your field (not a generalist). Ensure they are the type of recruiter that understands your situation and can align you with the right talent (not a poacher).

Chances are that within the “right” executive recruiter’s already established network of contacts, you will discover that elusive and hidden talent you desire.

P.S. Never swim with Great White sharks and never hire a poacher for your recruiting.