Hire Slow, Fail Fast, and Learn Faster

Hire Slow, Fail Fast, and Learn Faster

“It’s impossible to survive without failing at something, unless you can live so carefully that you may not survive at all. In that case, you have already failed.” These words were once uttered by the famous British author JK Rowling and I believe they should be applied to one’s success.

Failure is the best teacher. But we don’t often talk about the word ‘F’ in business because it is often seen as a weakness rather than an important learning opportunity. I have no idea where this misunderstanding came from. Some of your favorite musicians were rejected from the record’s big labels before the big break. Many of Hollywood’s biggest movie stars have tanked countless auditions before finally getting a single phone call. Even Jeff Bezos wrote in a letter to his shareholders, “If the scale of your failures is not increasing, you will not invent a size that can really move the needle.”

The people who have made it to the big leagues all have stories – often numerous – of failures, and they attribute them to their success. So why don’t we talk more about it? Today’s business leaders need to understand that in order to build a legacy, they are not afraid to roll with the crap.

The business world is unpredictable in nature. You can spend years cultivating an idea with only a half-million dollar contract on the Coke project. The path to success is not easy. It is full of rejection and criticism, both constructive and destructive. Leaders should be easily relieved of the risks that will put them at the forefront of their industries. While acknowledging their failures as a development strategy, they should be wise about who to allow in their teams. In other words, they must learn slowly, quickly, and quickly.

“Failure should be our teacher, not ours. Failure is delayed, not defeated. It is a temporary cycle, not a dead end. Failure is something we can only say, do nothing and do nothing about. Can be avoided. Dennis Whitley

Stop before rent

Whether someone chooses to move on from your company or a new role in your organization is identified, it is wrong to move quickly to fill the void. Instead of posting this day online, exploit your contact list, and interview boldly in the hope of finding a new fare that day, take a step back to rejoin the group.

Hiring from a frustrating place is a sure way to get the wrong people on board, which can slow down production, destroy your company’s culture and even damage your reputation in the industry. This slow and steady approach is not only the best way to move forward, but it will also put you in front of the best candidate for the job.

Leaders who are trying to survive in the short term may be completely oblivious to the trusted employees and other options that are at their fingertips. Review the work you already have at work. Are they lifting their weight? Are they taking advantage of the time and resources that are available to them? Has he resigned as leader and is he ready to take on additional responsibilities? Taking care of the workers that you have already set can help you reach the solution you are looking for instead of finding you in a difficult situation to lose your investment in bad rent. I have to put.

However, if your work really outweighs your manpower, getting more hands on deck will be the answer to your worries. But you have to make sure that you reject the permanent hiring process first. Think in terms of quality, and keep in mind a solid set of attributes that will not qualify for the job, even if their experiences are impressive at first glance. It may take a number of interviews with different candidates, but there is a small price to pay to balance your business with dedicated workers who are able to meet the challenges ahead.

In an effort to avoid mistakes, many leaders allowed fear to paralyze them where they could not persuade themselves to take any action. This deceptive stance leads to failure due to error, which only ends with even more fear and stagnation. Therefore, while it is expertly advised to hire slower, the risks required to advance the company’s success are not the same for the truth. In these cases, you will want to fail faster, but do it in a way that minimizes your losses and puts you ahead of others.

This concept of fasting failure can be difficult for many leaders to understand. It’s hard for people to admit their failures, let’s welcome those failures so they can move on. The rapid failure of forward motion does not mean that it is worthwhile to jump into bad situations or bet on everyone without the possibility of a return. However, it’s about taking risks, implementing ideas, and finding out what’s wrong so you can jump back into the game as soon as possible.

“There is only one thing that makes a dream impossible: the fear of failure.” – Palo Coal

Learn from your failures

Failures are never fun at the moment, but they are an integral part of the business. Consider them the best source of your feedback. Mistakes highlight your organization and even all kinds of weaknesses and weaknesses within yourself. Let them know your shortcomings so you can strengthen your foundation as you move forward. When you achieve something by failure, it is not defeat at all.

The next time you are rejected, take a step back, ask a lot of questions, and apply those answers so that there is a chance to make even more impact after that. Your most important success will come from the hard lessons learned from your misfortunes, and every time you fail.

To be truly exceptional in such a competitive and volatile industry, you must be prepared to try your hand at time and time again. Last week’s “no” won’t fail you, and the current ‘yes’ may soon lose its relevance if you fail to show up again. Real victory lies in your ability to endure failure like a winner, recover quickly, and move on to your next mission.

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