Today we are talking about leadership. More specifically, we’re asking: how do you inspire loyalty and get people to believe in and follow your vision? How do you get right people interested in what you’re doing, and then – even more importantly – keep them interested and willing to dedicate their best efforts for the duration of your project?
A couple of months ago, I was fortunate enough to get an advance copy of David Perry’s brand new book, called Hiring Greatness. It’s marketed as a hiring manual to help businesses find, and keep, c-suite executives (“c-suite” is just fancy recruiter-speak for “highest-level executives”… these are the CEOs, CIOs, CFOs… the people running billion-dollar companies and pulling in 6 and 7 figure salaries).That’s what it’s marketed as, and it’s a fantastic resource for that purpose, but I was blown away by how generalizable this book was to other areas. There was so much wisdom in Hiring Greatness, and so much that ties in so well with the stuff that I teach through Vibe Shifting.
A global shift of consciousness
Now, if you’re here, if you’re one of my blog readers or a regular podcast listener, then you already know that there is a global shift of consciousness that is currently happening. Some people out there call it the dawn of the “Age of Light” or the “Age of Awakening”. Whatever you want to call it, what we’re seeing right now, all around the world, is that more and more people are finding themselves drawn towards more spiritually-based, more grounded ways of living their lives. What we’re seeing is that more and more people are starting to question the old paradigms that told us dissatisfaction, misery and suffering are the normal way of things, and we should all just simmer down and accept it.More & more people are questioning the old paradigms & this affects #career decisions Click To Tweet
Basically, people all over the world are waking up to the fact that these things are NOT, in fact, the way things are supposed to be. They are starting to realize that they have a choice in how they live their lives, and they are starting to pay more attention to what’s really important to them. What’s more they’re starting to make big decisions – like career options – based on these new values.
It’s not about the money anymore
That shift is starting to shake things up out there, and it is having an effect in the employee recruitment and retention world. It used to be that if you wanted to head-hunt a high-level executive from another company, you just had to sweet-talk ‘em with a higher pay or sweeter benefits package and you’d have ‘em. But that’s just not working anymore, because money, though still important, is no longer the main deciding factor for most people.
What’s even more interesting is that companies are starting to realize that the people they most want to work for them are the ones who are going to be least motivated by money. They are starting to understand that if they want to hire a star – and keep that star – then they’d better start paying attention to what makes stars shine. They are starting to understand that it is the intrinsic motivation that differentiates the real winners from the people who are just out for the paycheque.
It’s about self-actualization
There’s a lot of psychology to this, and if you “get” that, you will be able to fully engage your prospect in your business. It’s not just about the intellectual appeal of your offer; it’s about drawing them in on an emotional, and even a soul level. If the people who work for you are there because they’ve completely invested themselves in your vision, they are far more likely to give it their all and to stay with the company, than if they are just in it for the money. People whose primary motivator is money are always at great risk of being poached by other companies because all those companies need to do is offer the person a bigger pay.If you ‘get’ the psychology, you’ll be able to fully engage your prospects. #hiring #biztips Click To Tweet
In essence, if we want our businesses or our teams to excel in this new paradigm, we need to shift our understanding of what really motivates people, and that is their own sense of self-satisfaction. This is that whole concept of self-actualization and being able to work towards that highest vision within you, that concept of becoming all that you are capable of becoming. And that has nothing to do with mere money.
Inspire loyalty: appeal to the best within
So, what does this mean for you? If you’re running a company and you’re looking to hire the perfect people into your team, then you need to be able to present your opportunity to your ideal candidates in a way that will spark their interest and appeal to that element of “the best that is within them”. You need to show them that working with you will give them the opportunity they’ve been looking for to stretch themselves, to grow as an individual, and to contribute to the creation of something worthwhile and greater than themselves.When your ideal candidates resonate w/ your vision, you earn their #loyalty & trust. Click To Tweet
In short, it’s about meaning. If you can appeal, with integrity and honesty, to the best within your prospects, you will earn their trust and you will earn their loyalty. And if those people can resonate with that meaning and connect with what you are trying to accomplish, then they will stick with you even when things get rocky, because they believe in what they are doing.
How to find a star
So, how do you find these people? Where do you find the ideal people who will “get” what you’re trying to do and become your “stars”? Dave talks about this in his book, too, but it comes down to a mindset and perspective shift. You have to stop thinking that they’re not out there, because they absolutely are. Believe in the abundance of the Universe, and trust that the ideal candidate is out there; understand that the talent you want is available and waiting for your opportunity, right now and align yourself with that belief. As always, when you are truly in alignment with what you want, it will manifest for you.
Now, we’ve been talking about all of this from the perspective of hiring for high-profile positions in big companies, but again, what I absolutely loved about this book was that this information is not just applicable to that realm. This is applicable to hiring for tiny solopreneurs and micro-businesses looking to hire the perfect VA or outsource techy stuff to the ideal contractor. It’s relevant to the community leader trying to recruit her dream-team for a new volunteer program, it’s relevant to the choir director looking to draw in the ideal group of singers for his musical venture, and it’s relevant to the fundraiser looking to inspire others to donate to a worthwhile cause.
Anyone who is looking to create a team of people working together for a common cause will benefit from reading this book. Highly, highly recommended. If you want to check it out, it’s called Hiring Greatness, by David Perry. It’s published by Wiley and you can find it on Amazon and Barnes & Noble. If you’d like to learn more about it and download a free chapter, be sure to check out www.HiringGreatness.com!
photo credit: pixabay.com cc (modified by me)
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