Bonus Episode - TZL - ElevateAEC

Justin Smith: So I think what I hear there, the key is when you are heavily focused on a particular initiative, and as an organization, you are moving in that direction, you may need to look at the people that you hire in service of that initiative a little bit differently. Right. It's more about attributes and how they are going to fit into and support the big thing that you're trying to do. And you may need to ruthlessly prioritize that above. They have this degree. They've worked on these types of projects because while those people are great if they cannot fit into the thing you're trying to accomplish, there's a very real likelihood that they're going to get in the way of progress. So it's. How are we evaluating people through the context of what is it that we're trying to do here? Brian Sielaff: I'd encourage everyone to just. One of the things we do at Tamarack is hire the person, not the position. And to the point of what they're saying, it's personality has a lot to do with it as well. Right. Are they a cultural fit? And I agree with Tara that you can. You can teach them and train them and teach them your culture, teach them, like, the things that they're good at. But we all have that person in our business that you would never 01:05:00 Brian Sielaff: probably put in front of a client. That's not their strength. But you have to vet them, too, right? As you bring people into your organization and put them in certain, lanes and positions and titles, we have people that just love to sit at their desks and crunch engineering. And that's what they're good at, and that's what we use them for. But the same person would blow up in front of a client. So, again, you got to kind of vet them through that process. Justin Smith: So. Great questions. Thank you. The good news for the audience is that these three are here to have their brains picked by anybody who's got questions that didn't get answered, but I am not going to be the person who stands in the way of lunch. With that, I want to say thank you so much for your attention. Thanks for the questions. Thank you to you three. They are here. Take advantage of the trials and tribulations that they've been through to inform your next initiative. And with that, turn it back to Chad. Chad Clinehens: Applause for our panelists. TZL Open: Thanks for tuning in to the Zweig Letter podcast. We hope that you can be part of elevating the industry and that you can apply our advice and information to your daily professional life. For a free digital subscription to the Zweig Letter, please visit the zweigletter.com. Subscribe to gain more wisdom and inspiration in addition to information about leadership, finance, HR, and marketing your firm. Subscribe today.

Made with FlippingBook Annual report