Because Hiring Diverse Strengths Is Not Enough

Every leader knows that a well-rounded staff makes for a better organization. As a leader, you desire to have a diversity of skills, capabilities, and even personalities on the team. You want a leadership team to provide different perspectives. You want a leadership team to contain unique individual abilities. You want an overall staff built upon a healthy diversity of talent.

You want people with financial strengths, administrative strengths, people strengths, and creative strengths. You want leaders around you who are feelers, doers, thinkers, strategist, contemplative, and decisive. You need this as a leader. And your organization needs this to be successful.

That should be easy to accomplish, right? I mean, all you really need to do is hire for strength and personality diversity. Not diversity of chemistry — we all need to love the people we work along side — but diversity of talent. Diversity of abilities. Diversity of personality.

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He Knew Everybody’s Name. Personalize Your Values, Part 6

This is the sixth and final post in a leadership series, Personalize Your Values, all based on what I learned watching Dan Cathy’s surprise visit to a local Chick-fil-A restaurant. In case you missed it, here are the previous posts:
POST 1POST 2POST 3POST 4POST 5.

There was much to be learned watching Dan Cathy’s surprise visit to a local Chick-fil-A location, but for me personally, this last observation might be the most important:

Leaders connect relationally.

It was quite astounding, but before Dan left the store, he knew everyone’s name. Literally. He personally engaged and learned something about every single customer in the restaurant. Whether this is his natural gifting or not, Dan has cultivated the act of service personalization. It was impressive, to say the least.

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The Mentor Leader, by Tony Dungy

The Mentor Leader: Secrets to Building People and Teams That Win Consistently by Tony Dungy

I recently read Tony Dungy’s “The Mentor Leader: Secrets to Building People and Teams That Win Consistently.” Honestly, my favorite part of the book was getting to peak behind-the-scenes of his time in the NFL. As a sports fan and football fanatic, I’ve always appreciated Tony’s approach to leadership and coaching. This book, while not providing a wealth of new information on leadership (but seriously, what new can be said), was a fun read due to the football side notes and leadership reminders.

That said, here are my highlights:

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