Outbound Sales Learnings

Excerpt of the Ebook

THE RIGHT PERSON FOR THE JOB

Dirk believes that there is a right person for each job, and it comes down to three things: behavioral match, cognitive match, and goals. Every job has an ideal behavior suited to it. Most people understand this on some basic level, but you may be surprised to learn there’s also a science behind it.

When you bring someone onto a team that isn’t a behavioral fit for their role, their stress, anxiety, frustration, and fatigue will increase. It impacts not only their work performance but often their home life as well. Likewise, a cognitive match is equally important. You may think that the best person for each job is the smartest person you can find–but it’s actually possible to hire someone too smart for the role, in which case they’ll end up bored and distracted.

Finally, for someone to truly be successful in a role, it needs to align with their goals. When you get these three things right, you end up with an employee who is much more fulfilled–and therefore productive–in their role. The job feels like it was “made for them.”

The result is higher productivity and better longevity from each employee. At a time when turnover is more rampant (and expensive) than ever, it’s important to find people who truly fit in each role.

A VARIED TEAM

Equally important to finding the right person for each job is building a team with diverse mindsets, behaviors, and capabilities.

Take a football team, for example. You have 11 players on the field, and they all look different. Depending on their position they may be taller, heavier, leaner, or faster than their teammates. Each person has a body type that allows them to fulfill their unique position and, when they work together, they make a great team.

It’s natural to want to hire people like yourself. But when you build a team that is too alike, you end up with major gaps in your company. You need to understand the scope of activities that take place within your organization, break those down into specific behaviors, and find the right people for each job.

Then ensure those people complement each other’s strengths and weaknesses.