It’s pretty normal for humans to find comfort in being around those they find similar to themselves. Often, our closest friends are the people we have the most in common with. But, a close friend as a new hire isn’t always the best choice. 

In the world of small business, there is often merit behind the adage “hire people like yourself.” But this familiar approach can limit a company’s potential. 

Challenge Accepted

In my past days of management, I experienced times of frustration when particular people would challenge decisions I made or processes we used as a company that had been in place and working for years. I was young, proud and wanted to prove I belonged in the position. 

I came around from that way of thinking pretty quickly, however, when I realized the employee who was most often testing my patience wasn’t malicious, but simply another ambitious worker that looked at solutions to problems differently than me. And what a great asset that was.

Was it trying at times working with them? Yes. Did we butt heads on a lot of topics? Absolutely. But at the end of the day when we worked together, the outcome was a job well done.

I learned pretty fast to stop avoiding them when I needed help on a project, but rather seek them out.

Diverse Thinking

If you are reading this as a manager or worker, put yourself in a position when possible to work with coworkers that challenge your ideas and think differently. If a business owner, hire people you think won’t just conform to everything you say. 

By intentionally hiring individuals with diverse backgrounds, skill sets and perspectives, you can unlock innovation, improve problem-solving and enhance overall performance. Most importantly when hiring these folks, keep an open mind. It can be difficult to put your pride aside and willingly accept and trust a different perspective. 

A diverse workforce brings a wealth of unique viewpoints and experiences to the table. Different backgrounds and perspectives can lead to more creative solutions, better decision-making and stronger problem-solving abilities. When employees with diverse backgrounds collaborate, they can challenge assumptions, identify blind spots and generate innovative ideas.

From the Start

There are a few simple ways to pick these people from the pack. When interviewing, encourage candidates to tell stories. Invite them to share experiences and challenges they encountered in previous jobs and describe how they worked through them.

Another helpful tool is to provide a scenario you were faced with at some point in your career. Without telling them the solution you used, ask them how they would go about tackling the situation. Did you both reach the same outcome, though by following a different path?

Also, keep in mind these people may already work for you. Use the same techniques above during team meetings or training sessions and closely analyze how team members think and react.  

Or consider past experiences with employees that challenged you. Were they doing it just to be difficult, or are they someone who has shown over the years they genuinely care about the direction of the business and work hard to get the job done right? 

Thanks for reading and enjoy this month’s issue!