As many of you know, I like Jim Collin's book Good to Great. He has a new one that I am presently reading entitled How The Mighty Fall And Why Some Companies Never Give In. In both books he makes the emphasis for having the right people. It's about 'who' more than 'what' in building a culture of discipline. 

Human capital is the real driver of a business' success. Employee costs account for approximately 70% of a company's operating expense and are responsible for driving strategy execution (86% of value creation) according to Success Factors Research. From a coaching perspective, a recent survey of 96 large company CEOs in the Fortune 500 found that the most important data executives would like to see from learning and development is business impact. ROI was second (ROI Institute Research). It's about people, people!

The fact is, it has been and always will be about people no matter the economy! Better selection, more disciplined people means more production, better ROI, less bureaucracy, and greater return to shareholder value.

The greatest leaders seek growth.  Growth in people which means growth in production, impact, and excellence. Leaders never compromise growth in people because they understand it undermines long term value. Period.

Collins suggests six points on what makes for the right people in key seats:

1. The right people fit with the company's core values.

2. The right people don't need to be tightly managed.

3. The right people understand that they do not have the 'jobs'; they have responsibilities.

4. The right people fulfill their commitments.

5. The right people are passionate about the company and its work.

6. The right people display 'window and mirror' maturity.

If you need some ideas for a good evaluation plan for hiring or development, may I suggest starting with these 6 points?

rb

 "Leaders are readers; and except for the people you meet and the books you read you will be the same person in five years as you are today". From Breakfast with Fred.