Houston Business Coaching

Hire People Smarter Than You

Before you hire:

• Know that smart people don't always fit in neat boxes. The resume will reflect this.

• Look for diverse backgrounds and a range of interests. Don't freak out if they jump from job-to-job or project-to-project - this makes them novelty-seekers, which can be a good thing in terms of innovation, creativity and culture.
• Forgive some occasional awkwardness in interviews. Especially the long-winded and divergent conversation. It means they are interesting, not random.
• Know that smart people frequently have strong opinions and big enthusiasm. Others are quiet and introspective. Make no assumptions.
• Know that smart people like other smart people and stand up for them. Note that they travel in packs, leveraging their social networks online and off. That's where you will find them, so go to where they are.
• Consider looking for great people and designing work around their interests and capabilities.
• Allow your smart people access to a wide range of options for work. Understand that novelty and diversity are very compelling. Entice with challenge. Reward with authority.
• Design compensation to include hard and soft factors. Money is important, but for smart people, also: flexibility, teams, vacation time, intellectual challenge, ability to effect change, ownership stakes, bringing their dog to work, going to conferences, constant learning. Etc.
• Smart people should research you and your company and ask smart questions.

Once you hire them:

• Pick your battles.
• Don't micro-manage, criticize, stomp, or constantly disagree. Say three nice things for every suggestion of improvement. Work with them, don't make them work FOR you.
• Don't care if they are smarter than you. They probably don't care, so you shouldn't either.
• Know that your smart people sense the disingenuous, selfish and greedy. Some dismiss them. Make sure you're supporting your smart people.
• Understand that smart people are driven by their ability to succeed, and they will leave your organization if they think this is impossible.
• Always share the big picture, and be transparent about problems (and their solutions).
• Try something other than golf for team-building. Include the women.
• Think respect, inspiration, possibility, flexibility, innovation, efficiency, creativity, problem-solving, and humor.
• Trust - cultivate it, assume it, respect it.
• Some smart people are very non-linear, and can juggle many balls. Give them objectives to achieve, but don't worry too much about how they choose to work.

Source: quora

Patty Block, President and Founder of The Block Group, established her company to advocate for women-owned businesses, helping them position their companies for strategic growth. Charting the course for impactful, sustainable, profitable businesses, the beacon is control: of your strategic direction, your money, your time, your staffing, and your ability to bring in business. The Block Group brings together the people, resources and ideas that build results.

Growth strategies for small business.

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