When you’ve been in a position or worked for a company for a long time, you tend to gain a lot of knowledge of what works and what doesn’t, but that doesn’t mean you can’t be receptive to new ideas and methods. Employees, especially new ones, may come to you with innovative ideas or a fresh perspective on an idea that did not work previously. Whether or not they admit it to themselves, some managers are hesitant to move forward or even entertain an idea because they see it as a lack of control or a poor reflection on their own abilities.
When I’ve hired, yes education and experience played a factor, but what I really looked for is the value he or she could bring to the department and/or company. I looked for people that can help with the deficiencies, the company’s and my own. For example, I might hire someone because the candidate has good technical experience in a particular software that we use or will be using in the future. I might hire because his or her ability to manage and motivate successful teams. I might hire because he or she has a degree in writing or graphic arts and comes with a portfolio that proves his or her skills. Or it might be the candidate comes to the table with not only a variety of skills that can be helpful in my department, but other departments as well.
The point is I hired these people for a reason. Why would I not be open to learning on what can potentially lead to success? If nothing else, it would start a discussion of what were the factors contributing to the failure the first time and how could we troubleshoot it this time. Or find out what made this idea succeed at the employee’s previous company. Leadership should allow for open communication and possibilities so they don’t inadvertently stymie the growth of their business. And for those who are afraid for their own job security, remember shining a spotlight on someone else does not take away from your own glow. Successful teams are built by each successful individual. There is room for everyone to be all shiny.
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