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essential to any business, but no matter how talented your people are, to produce consistent results I’ve found that talent has to be leveraged on a systems platform.
Michael: How did you recruit and build your teams at SynCardia?
Rodger: Some people by necessity were recruited from the industry. Quality, regulatory, clinical and clinical sales people were recruited from the medical device industry. All other positions were filled from the Tucson pool. Whether at AlphaGraphics or PetsHotel or SynCardia , I’ve always got my eyes open for good people. At SynCardia we installed what we called a “ people filter ” which was incredibly efficient and reliable. I carried the personality profile evaluators with me wherever I went. When I located a good prospect – and I would find them everywhere if I kept looking -- I told the SynCardia story, provided them with the profile and unknown to them, I held a pre-employment interview then and there and immediately got the ball rolling. For anybody who’s interested, our Human Resource System for recruiting and evaluating people is available on the Anthem Equity Group site. We provide it at no charge to those who are interested. --------http://anthemequity.com/library/
The key to this process is always be alert for good talent, eliminate those that don’t fit early and fast, and devote time to those that do fit and can contribute to the company..
Michael: And Building the Team?
Rodger : Building the team is never ending and building a good team requires building a dynamic culture. People want to be involved. They want to make a difference. They want to contribute………………………….. For example, at SynCardia I held an all hands company lunch every Friday. In the 6 years that I led SynCardia I missed very few lunches. Although the lunch was social, every person had an opportunity to contribute. As a discussion began, others were asked to contribute. It was unknown when a person would be called on. They could not prepare. They were all asked to contribute and often when they least expected. Sort of like a Family supper.
This process encouraged people to know their subject and to know the subject of others.
Dale Carnegie teaches that if you know your material you can discuss the subject before any audience and at any time. It ’s very difficult to hide from my style of management. You have got to participate and play or you just don’t fit! There ’s no room in my companies for those who don’t have an oar in the water and row in harmony and rhythm with the others. My function is that of the coxswain. I organize and steer the company and coordinate the power and rhythm of the rowers.
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