The other day, I talked about cutting priorities in half.
Now let’s look at the interview and hiring process.
Here’s what many leaders miss.
They’re looking at resumes, not strengths.
What shifts when you hire differently
When you hire for strengths instead of just resumes, everything changes.
You get people who fit.
People who perform.
People who stay.
Better retention.
Stronger performance.
Less turnover.
What to ask instead
When interviewing, ask what energizes them.
In work and outside of work.
You’ll get a much bigger picture of who they are.
And don’t judge the response.
This applies to your current team too
Whether you’re hiring or realigning your current team, the principle is the same.
Align roles to natural talents.
Delegate to people who love doing what you don’t.
Tag team your social butterflies to network.
Pair them with your deep thinkers to build stronger relationships.
Match the work to the wiring.
Where momentum comes from
Fewer priorities with the right people in the right roles.
That’s when momentum builds without the grind.
You don’t need more people.
You need the right mix.
Reflection
What would change if your team spent 80% of their time in their strengths zone?
If you’re feeling off your game or your leadership edge isn’t where you want it to be, the next step is at the top of the page.
