How might you tell if someone is the right person on the bus? How might you tell

Question

How might you tell if someone is the right person on the bus? How might you tell if someone is simply in the wrong seat as distinct from being the wrong person on the bus entirely? Think of a case where you had doubts, but your organization hired anyway. What was the outcome? Why did the organization hire anyway, and what do you learn from the situation? If compensation is not the primary driver for the right people on the bus, then what are the primary elements in getting and keeping the right people on the bus? What role does compensation play? (Collins, 2016)

Explanation / Answer

Take an example of hiring a Sales Head- If that person is enough competent to indentify gaps between current sales strategy, on going issues, has enough market knowledge where to sell, how to sell, how bring new ideas or technology/ concepts to sell and diversify market reach of the company, then that person is certainly right on the bus.

If above person fails to map company’s products with the requirement with customers, and is not able to guide his/ her sales team to as how to/ where to, generate leads or close sales confidently, then he/ she is certainly not the right person on bus.

In my last organization, Company hired a Sales Head with less business know how and industry knowledge, who has never handled a team and always use to mis guide the management about business scope and scenarios with wrong information and data. Under him 3 people has resigned in 1 year, he failed to lead the team, was de-motivating all the time to Sales and Operations- Delivery team. Result was failure in business and high employee attrition, plus de-branding of the company.

Lessons learnt is one should be enough knowledgeable, motivating, should know business know how, should be apt in market research in about company’s products so that it can be sold to the right segment of customers.

Compensation Role is only about financially or monetarily attractive to lure candidates with the company for a job change. Personal financial needs drive compensation role in a job.

Other primary elements are- Brand name of the company, stability of the job role in the company, Competency of senior management, work surroundings, how good is the product, how great is the market reach of the company

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