"First who, then what." This simple yet profound principle from Jim Collins's iconic book, "Good to Great," suggests that before we even think about strategy, direction, or what we aim to achieve, we should first focus on who is on the team. Traditionally, companies draft detailed plans, carve out specific job roles, and then seek individuals to fill those slots. However, this conventional path often overlooks a fundamental question: Are these the right people to drive success, regardless of the direction the company might take?

This blog delves into the essence of the "First Who, Then What" approach, showcasing its significance in building flexible, resilient, and high-performing teams. By exploring real-world insights, key metrics, and transformative strategies, we'll unveil how prioritizing the selection of team members before defining their roles or the company's roadmap can lead to unprecedented success.

Understanding "First Who, Then What"

The logic behind "First Who, Then What" is as straightforward as it is revolutionary. It posits that when you start with who, rather than what, you equip your team to adapt, innovate, and excel, regardless of the challenges or changes in direction the future holds. Jim Collins explains, "Get the right people on the bus, the wrong people off the bus, and the right people in the right seats, and then figure out where to drive."

This principle shifts the focus from the immediate needs of the job descriptions to the broader capabilities, potential, and fit of the individuals you bring on board. It's about assembling a team of people who are not just capable but also versatile, motivated, and aligned with the company's core values and culture.

The Benefits of the "First Who" Approach

• Flexibility and Adaptability: Teams built around the right people can pivot and adapt to changes more effectively. This adaptability is crucial in today's fast-paced, uncertain business environment.
• Increased Innovation: When you have a team of well-matched, passionate individuals, innovation flourishes. Diverse perspectives and a shared commitment to success can drive creativity and breakthroughs.
• Stronger Company Culture: Hiring for fit and potential fosters a positive, cohesive company culture. This culture becomes a magnet for attracting more top talent and creates a self-sustaining cycle of success.
• Better Performance: According to a study by McKinsey, companies that prioritized hiring top talent enjoyed a performance edge of up to 800% over competitors who didn't.

How to Implement the "First Who, Then What" Strategy

1. Define Your Core Values and Culture: Know what your company stands for. This clarity helps identify the 'who' – people who not only have the skills but also share your core values and contribute positively to your culture.
2. Look for Versatility and Potential: Instead of narrow job descriptions, look for candidates with a broad skill set and the potential to grow. These individuals can adapt and thrive in various roles as your company evolves.
3. Adopt a Rigorous Hiring Process: Be meticulous in your hiring process. As Lou Adler, a renowned hiring expert, suggests, "Hire for attitude, train for skill." Use interviews to assess cultural fit, problem-solving abilities, and adaptability.
4. Focus on Team Dynamics: Consider how new hires will complement the existing team's strengths and weaknesses. A harmonious team that works well together can achieve more than a group of individually talented but disjointed members.
5. Empower Your Team: Once you have the right people on board, empower them. Trust their capabilities, encourage autonomy, and let them have a say in defining their roles and the direction of the projects they'll be involved in.

Real-World Application

Companies like Google and Southwest Airlines have long embraced aspects of the "First Who, Then What" philosophy. They focus intensely on cultural fit and potential during their hiring processes, ensuring they bring on board individuals who are not just skilled but also aligned with the company's vision and values. This approach has been instrumental in their sustained success and ability to innovate.

The Role of Leadership

Leadership plays a pivotal role in the "First Who, Then What" approach. Leaders must be visionaries, capable of seeing beyond immediate needs to the long-term potential of their team members. They should also be adept at fostering a culture that values growth, learning, and flexibility. This kind of leadership encourages team members to develop a vested interest in the company's success, knowing that their growth is aligned with that of the organization.

FAQs

Q: How can small businesses or startups apply the "First Who, Then What" principle?
A: Small businesses and startups, with their limited resources, can benefit immensely from this approach. By focusing on hiring versatile individuals who share their values, they can build a nimble and adaptable team that can wear multiple hats as the company grows.

Q: Can this approach be applied to existing teams?
A: Absolutely. While it's easier to implement from the onset, existing teams can still realign according to the "First Who, Then What" principle. It may involve reevaluating team members' roles, providing additional training, or sometimes making tough decisions about who no longer fits.

Q: How do you balance hiring for cultural fit and diversity?
A: Hiring for cultural fit doesn't mean looking for people who are all the same. Diversity of thought, background, and experience is vital for innovation and problem-solving. The key is to find individuals who share your core values and commitment to success, regardless of their background.

Conclusion: Embracing the Future with the Right Team

The "First Who, Then What" principle is more than just a hiring strategy; it's a foundational approach to building successful, resilient organizations. By prioritizing the right people, companies can create teams that are not only prepared to face the challenges of today but are also equipped to seize the opportunities of tomorrow.

In the journey to organizational greatness, the path is not always clear, and the destination may change. However, with the right people by your side, there are no limits to what you can achieve. As you look to build or reshape your team, remember that the first and most crucial step is to get the right people on the bus.

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