February 18, 2025 • 10 mins
Is your hiring strategy holding back your business potential? Join me at The Water Trough as I explore how strategic hiring can drive growth and innovation. Dive into the three types of hires and discover which approach best suits your business. #SmallBusiness #StrategicHiring
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Episode Transcript
Available transcripts are automatically generated. Complete accuracy is not guaranteed.
(00:10):
Welcome to The Water Trough,where we can't make you drink,
but we will make you think.
My name is Ed Drozda, the SmallBusiness Doctor, and I'm really
excited you chose to join mehere as we discuss topics that
are important for small businessfolks just like you.
If you're looking for ideas,inspiration, and possibility,
you've come to the right place.
Join us as we take steps to helpyou create the healthy business
that you've always wanted.
Microphone (Yeti Stereo (00:44):
Welcome back to the water trough.
This is Ed draws to the smallbusiness doctor.
Microphone (Yeti Stereo Mi (00:49):
This episode goes out to anyone who's
in a position of hiringemployees.
Microphone (Yeti Stereo (00:53):
Whether you're a business owner, a
manager, or similar.
This one is for you.
So, consider your hiringpractices.
Think about the sorts of peoplethat you hire to either work
directly with you or indirectlyin your business.
Microphone (Yeti (01:10):
Specifically, when you're thinking about the
sorts of people that you bringon board, ask yourself, What
kind of people these are whatkind of people are you looking
for?
Microphone (Yeti Stereo Micr (01:20):
Do you surround yourself with
people who are like minded?
People who think much like youdo.
Do you choose people who areknown to vigorously challenge
the status quo and to bring newideas to the table, to open up
possibilities, for example?
Or, do you prefer people who arequietly Or passively accepting
(01:47):
of whatever it is that yousuggest.
People who will merely followyour instruction because that's
what you put out there and yourexpectation is that they will
follow that instruction.
Microphone (Yeti Stereo M (02:02):
There is no right or wrong answer
here.
These are but three of thepossibilities that might be used
when making hiring decisions.
Surely there are more, but theseare three of the most common,
more popular ones that are outthere,
Microphone (Yeti Stere (02:18):
Consider which of the three camps you
fall into, or, if none of thethree, then what your
predilection for hiring folksis.
Again, there's not a right orwrong answer here.
Each of us has our owninterests, our own desires when
it comes to the sorts of peoplethat we hire to work with us.
Microphone (Yeti Stereo M (02:40):
Let's take a look at each of the three
examples given.
In the first case, surroundingourselves with the sort of
people that are like minded.
It's good to work with peoplewho are like minded because we
start from a similar position.
We're able to see things througha similar, not identical, lens,
but similar enough that we canat least appreciate each other's
position.
Microphone (Yeti Stereo (03:01):
People like this tend to be highly
supportive.
Microphone (Yeti Stereo Mic (03:04):
And while they don't tend to be
great innovators, that is, theydon't bring new ideas to the
table, after all, they don'tthink much different than we do,
Microphone (Yeti Stereo Mi (03:12):
They certainly maintain a level of,
decorum within a company or in abusiness relationship.
Microphone (Yeti Stereo Micr (03:20):
It wouldn't surprise me if a
majority of you folks are inthis camp.
Hiring people that are ofsimilar mindset to yourself.
It is a very peaceful andcomforting way of bringing
people on board in a businessrelationship, and it certainly
(03:40):
can lead to some very positivethings.
In the second group, we considerthose who are likely to
vigorously challenge the statusquo, and they bring new ideas to
the table.
Now, this is an interestinggroup.
It requires that we as managers,business owners, and such are
(04:02):
open minded that we are in factconfident and comfortable in our
own skin.
We're willing to accept the factthat we're not the ones with all
the answers and we're activelyseeking answers and suggestions
from others as well.
It doesn't mean that we'regiving up the farm.
It doesn't mean that we'regiving up control or our
(04:25):
position of authority.
What it means is that we'replaying nice in the sandbox with
others that have different toolsand ideas than we have.
We're able to take advantage ofthis situation because our own
confidence has ensured us thatwe are comfortable.
(04:47):
With that said, those whochallenge the status quo, those
who bring new and innovativeideas to the table, allow us to
expand our operations, allow usto expand our visibility, and
perhaps
Microphone (Yeti (05:04):
Substantially improve our business
environment.
Microphone (Yeti Stereo Mic (05:08):
The third group of hirees are people
who follow our bidding blindly,passively, basically doing what
we say, and they ease our burdenby allowing us to simply say
what we want and anticipate, no,expect that it will be done.
Microphone (Yeti Stereo (05:22):
Hirees of this sort are often
Microphone (Yeti Stere (05:25):
referred to, as yes men People who simply
follow the instruction of theleader, of the boss.
They're not intended to have amind of their own.
They're intended to get thingsdone according to a plan., it
allows for things to be doneexpeditiously and according to a
(05:45):
prescribed plan.
I've seen each of these inbusinesses with which I've
worked.
And quite honestly, I have tosay that there are times and
places for each of them.
Microphone (Yeti St (05:57):
Personally, I'm drawn to the first two.
Microphone (Yeti Stereo Micro (06:00):
I believe strongly that it's ideal
to find people who are likeminded, but like minded to a
degree.
People who have a similar senseof what is going on in the
business, what is going on inthe industry.
People who also are aligned.
at an emotional level, or at abroader level.
(06:22):
But at the same time, I findthat those people who are
aligned, but are comfortablebeing forthright about their
ideas.
is extremely important as well.
Being able to bring forth newideas allows for innovation to
occur.
And if we're in an environmentwhere we are too closely
(06:43):
aligned, willingly, but tooclosely aligned, the Chance for
innovation does take a hit insome cases that is more
important than others.
There are some very stablebusinesses that don't require a
lot of innovation in the currentday and age.
You might find it surprising,but there really are businesses
(07:06):
that are.
Being the status quo,particularly those without
competition.
Those who are well establishedand have no competition are in a
position to allow the statusquo.
to get a foothold and to remainas it is.
Well, I guess that is what astatus quo is, isn't it?
(07:29):
On the other hand, in the thirdinstance, that of the,
dictatorial type businessrelationship, where the
expectation is that employeeswill do my bidding, There are
instances in the short termwhere this may be important,
where, for example, a urgent andparticularly well defined
(07:50):
scenario occurs, a manager, abusiness owner may have to spell
it out as it is and expect fulland immediate compliance.
On the other hand, I find thatwhen a business owner or manager
Microphone (Yeti Stereo (08:05):
Expects that their employees will always
follow their word, withoutexception, without rebuttal,
Microphone (Yeti Stereo Mi (08:11):
That this is not a recipe for long
term success.
Microphone (Yeti Stereo Micr (08:16):
My observation has been these
people lack confidence in theirabilities, and they find it
necessary to exert this kind ofcontrol in order to get things
done.
to fulfill their own need for
reassurance and self esteem.
These three different types ofhires are prevalent in our
society, but what's mostimportant, I believe, is that
(08:36):
each of us take the time toassess what's appropriate for
our business, and secondarily,for ourselves..
Microphone (Yeti Stereo Mi (08:43):
It's possible that we are looking out
for ourselves before thebusiness.
Microphone (Yeti Stereo (08:50):
believe that looking out first for the
business is in the best interestof the owner or manager..
Microphone (Yeti Stereo Mic (08:59):
How do you fit in with this?
I encourage you to take a goodhard look at the hiring
practices that you have.
Who do you bring on board, andwhat are the reasons behind it?
And does it best serve yourbusiness, yourself, or both?
Microphone (Yeti Stereo Mi (09:12):
This is Ed Draws to the Small
Business Doctor.
And here at the water trough,
Microphone (Yeti Stereo Micro (09:16):
I want to wish you a healthy
business.
Welcome to The Water Trough,where we can't make you drink,
but we will make you think.
My name is Ed Drozda, the SmallBusiness Doctor, and I'm really
excited you chose to join mehere as we discuss topics that
are important for small businessfolks just like you.
If you're looking for ideas,inspiration, and possibility,
you've come to the right place.
Join us as we take steps to helpyou create the healthy business
that you've always wanted.
Microphone (Yeti Stereo (00:44):
Welcome back to the water trough.
This is Ed draws to the smallbusiness doctor.
Microphone (Yeti Stereo Mi (00:49):
This episode goes out to anyone who's
in a position of hiringemployees.
Microphone (Yeti Stereo (00:53):
Whether you're a business owner, a
manager, or similar.
This one is for you.
So, consider your hiringpractices.
Think about the sorts of peoplethat you hire to either work
directly with you or indirectlyin your business.
Microphone (Yeti (01:10):
Specifically, when you're thinking about the
sorts of people that you bringon board, ask yourself, What
kind of people these are whatkind of people are you looking
for?
Microphone (Yeti Stereo Micr (01:20):
Do you surround yourself with
people who are like minded?
People who think much like youdo.
Do you choose people who areknown to vigorously challenge
the status quo and to bring newideas to the table, to open up
possibilities, for example?
Or, do you prefer people who arequietly Or passively accepting
(01:47):
of whatever it is that yousuggest.
People who will merely followyour instruction because that's
what you put out there and yourexpectation is that they will
follow that instruction.
Microphone (Yeti Stereo M (02:02):
There is no right or wrong answer
here.
These are but three of thepossibilities that might be used
when making hiring decisions.
Surely there are more, but theseare three of the most common,
more popular ones that are outthere,
Microphone (Yeti Stere (02:18):
Consider which of the three camps you
fall into, or, if none of thethree, then what your
predilection for hiring folksis.
Again, there's not a right orwrong answer here.
Each of us has our owninterests, our own desires when
it comes to the sorts of peoplethat we hire to work with us.
Microphone (Yeti Stereo M (02:40):
Let's take a look at each of the three
examples given.
In the first case, surroundingourselves with the sort of
people that are like minded.
It's good to work with peoplewho are like minded because we
start from a similar position.
We're able to see things througha similar, not identical, lens,
but similar enough that we canat least appreciate each other's
position.
Microphone (Yeti Stereo (03:01):
People like this tend to be highly
supportive.
Microphone (Yeti Stereo Mic (03:04):
And while they don't tend to be
great innovators, that is, theydon't bring new ideas to the
table, after all, they don'tthink much different than we do,
Microphone (Yeti Stereo Mi (03:12):
They certainly maintain a level of,
decorum within a company or in abusiness relationship.
Microphone (Yeti Stereo Micr (03:20):
It wouldn't surprise me if a
majority of you folks are inthis camp.
Hiring people that are ofsimilar mindset to yourself.
It is a very peaceful andcomforting way of bringing
people on board in a businessrelationship, and it certainly
(03:40):
can lead to some very positivethings.
In the second group, we considerthose who are likely to
vigorously challenge the statusquo, and they bring new ideas to
the table.
Now, this is an interestinggroup.
It requires that we as managers,business owners, and such are
(04:02):
open minded that we are in factconfident and comfortable in our
own skin.
We're willing to accept the factthat we're not the ones with all
the answers and we're activelyseeking answers and suggestions
from others as well.
It doesn't mean that we'regiving up the farm.
It doesn't mean that we'regiving up control or our
(04:25):
position of authority.
What it means is that we'replaying nice in the sandbox with
others that have different toolsand ideas than we have.
We're able to take advantage ofthis situation because our own
confidence has ensured us thatwe are comfortable.
(04:47):
With that said, those whochallenge the status quo, those
who bring new and innovativeideas to the table, allow us to
expand our operations, allow usto expand our visibility, and
perhaps
Microphone (Yeti (05:04):
Substantially improve our business
environment.
Microphone (Yeti Stereo Mic (05:08):
The third group of hirees are people
who follow our bidding blindly,passively, basically doing what
we say, and they ease our burdenby allowing us to simply say
what we want and anticipate, no,expect that it will be done.
Microphone (Yeti Stereo (05:22):
Hirees of this sort are often
Microphone (Yeti Stere (05:25):
referred to, as yes men People who simply
follow the instruction of theleader, of the boss.
They're not intended to have amind of their own.
They're intended to get thingsdone according to a plan., it
allows for things to be doneexpeditiously and according to a
(05:45):
prescribed plan.
I've seen each of these inbusinesses with which I've
worked.
And quite honestly, I have tosay that there are times and
places for each of them.
Microphone (Yeti St (05:57):
Personally, I'm drawn to the first two.
Microphone (Yeti Stereo Micro (06:00):
I believe strongly that it's ideal
to find people who are likeminded, but like minded to a
degree.
People who have a similar senseof what is going on in the
business, what is going on inthe industry.
People who also are aligned.
at an emotional level, or at abroader level.
(06:22):
But at the same time, I findthat those people who are
aligned, but are comfortablebeing forthright about their
ideas.
is extremely important as well.
Being able to bring forth newideas allows for innovation to
occur.
And if we're in an environmentwhere we are too closely
(06:43):
aligned, willingly, but tooclosely aligned, the Chance for
innovation does take a hit insome cases that is more
important than others.
There are some very stablebusinesses that don't require a
lot of innovation in the currentday and age.
You might find it surprising,but there really are businesses
(07:06):
that are.
Being the status quo,particularly those without
competition.
Those who are well establishedand have no competition are in a
position to allow the statusquo.
to get a foothold and to remainas it is.
Well, I guess that is what astatus quo is, isn't it?
(07:29):
On the other hand, in the thirdinstance, that of the,
dictatorial type businessrelationship, where the
expectation is that employeeswill do my bidding, There are
instances in the short termwhere this may be important,
where, for example, a urgent andparticularly well defined
(07:50):
scenario occurs, a manager, abusiness owner may have to spell
it out as it is and expect fulland immediate compliance.
On the other hand, I find thatwhen a business owner or manager
Microphone (Yeti Stereo (08:05):
Expects that their employees will always
follow their word, withoutexception, without rebuttal,
Microphone (Yeti Stereo Mi (08:11):
That this is not a recipe for long
term success.
Microphone (Yeti Stereo Micr (08:16):
My observation has been these
people lack confidence in theirabilities, and they find it
necessary to exert this kind ofcontrol in order to get things
done.
to fulfill their own need for
reassurance and self esteem.
These three different types ofhires are prevalent in our
society, but what's mostimportant, I believe, is that
(08:36):
each of us take the time toassess what's appropriate for
our business, and secondarily,for ourselves..
Microphone (Yeti Stereo Mi (08:43):
It's possible that we are looking out
for ourselves before thebusiness.
Microphone (Yeti Stereo (08:50):
believe that looking out first for the
business is in the best interestof the owner or manager..
Microphone (Yeti Stereo Mic (08:59):
How do you fit in with this?
I encourage you to take a goodhard look at the hiring
practices that you have.
Who do you bring on board, andwhat are the reasons behind it?
And does it best serve yourbusiness, yourself, or both?
Microphone (Yeti Stereo Mi (09:12):
This is Ed Draws to the Small
Business Doctor.
And here at the water trough,
Microphone (Yeti Stereo Micro (09:16):
I want to wish you a healthy
business.
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