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About This Episode
Tests are scary.
I don’t know anybody who would jump at the chance to relive an 11th-grade chemistry exam. That’s just downright stressful.
Although tests aren’t enjoyable for most people, there is one critical quiz you should conduct in interviews.
A humility test.
- You want a team of accountability and ownership.
- Failing forward is a strength.
- You need consistency throughout interactions.
Let’s break it down.
1. Accountability and ownership prevail
Through her experiences, Rachael has found that a culture of humility is imperative to success. The two main elements of humility?
Accountability and ownership.
When conducting an interview, Rachael always makes sure to ask one question:
Tell me about a time you found yourself frustrated in your current role. Why?
The answer Rachael is searching for is not one of self-deprecation, but one of some degree of ownership. If a candidate recognizes that he or she could’ve handled something differently, it’s likely that the individual values humility.
Owning part of the blame shows that the candidate is ready to help find a solution. It also demonstrates the candidate’s ability to keep others in the organization accountable. Lastly, it shows the individual’s willingness to learn from past experiences.
2. Failing forward results in growth
Rachael admits that her team fails forward nearly every day.
Simply put, failing forward is learning from your mistakes. The only way this works for Rachael’s team is if all members value humility. It requires ownership and accountability to identify a fault and move forward.
If humility was not a priority, it would be challenging to identify where a problem originated from. Setting humility as a necessary characteristic allows for quick problem identification and minor repercussions if any. Humility helps the entire team resolve issues faster and propel ahead, ultimately affecting the bottom line.
3. Consistency throughout client interactions
The third reason why humility should be a characteristic of top candidates is that communication between team members and clients will be consistent. Hopefully, consistently excellent.
This aspect is especially important for remote teams. Rachael knows that her team treats customer interactions as significant from home as they do from the office. Communication milestones are always taken care of in a timely and friendly matter.
Moreover, customers know that their interactions with Compass will always be positive and professional.
The difference humility makes
Rachael stresses the importance of a culture free of pettiness and drama. When your team values humility, there will undoubtedly be a better work ethic and more helpful feedback.
Additionally, a humble team will increase productivity. When ownership and accountability are priorities, constructive criticism will be just that: constructive. This leads to honest internal communication and boosted progress.
What if a current employee isn’t valuing humility?
If a team member has demonstrated a lack of ownership and accountability, Rachael suggests keeping an eye out for…
… poor work ethic.
… blaming others.
… counter-productive feedback.
Once these actions turn into patterns, it’s a red flag.
Do you find yourself on the other side of the interview desk? Remember that outstanding employers like Rachael are concerned about humility. If you also value this characteristic, be on the lookout for like-minded organizations.
Tests aren’t always fun but they’re necessary.
Testing candidates on humility is essential to the success of your team and brand. Keep in mind that…
… accountability and ownership are necessary for growth.
… the ability to fail forward is a strength.
… humility results in consistency through customer interactions.
Plus, valuing humility results in happier and healthier work culture. Don’t overlook the power of humility in business.
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