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Hire For Skill Or Adversity Quotient | Edmonton Business Coach

85% of companies that outperform the market had internally promoted CEOs. Mm.

I can see the two cause it’s mad.

Hi, thanks again for joining us for another episode of ask [inaudible] CPA your very own Edmonton Business Coach. Today we’re talking about hiring for skill versus adversity quotient that I’m here with Trevor from inspired methods. So try one. Why don’t you tell us a little bit about what’s inspired method does for customers? Well, and inspired method is a digital marketing agency in Edmonton. We help local small businesses with their SEO, with everything that is a part of their digital marketing efforts. Um, you know, because so many small businesses don’t really understand what’s happening with digital marketing nowadays. And, uh, they sometimes go down the wrong path when really if you use the same consistent tools that we’re using here with brill CPA, then you will win in the Seo game and get your business to the top of the Google rankings. So that’s what we help them do. And, um, it’s really fun and exciting and we love helping them to see businesses win.

Right on. Right on. So, you know, talking about hiring for skill versus adversity quotion the quote that we have here is a zig Ziglar quote and it says, most people who fail in their dream fail, not from lack of ability but from lack of commitment loves to dig. Yeah. And the statistic, 50% of Canadian businesses fail. Um, and you know, the, one of the three top reasons of why business owners suggests that they fail is because they don’t have the right team. Hiring is one of the biggest aspects of a Edmonton Business Coach job. And the story that we have here is the business owner that they, they hire who they perceive to be the best skilled person or they keep the person on their team. That is, um, you know, highly skill to the detriment of having someone on the team with a good attitude. Right. So Trevor, what other questions do you think these business owners should be asking?

Well, I think number one is, is it better to promote from within or hire outside talent? Yes. Your Edmonton Business Coach will tell you so. So generally it’s, it, I think it’s the feel good story to promote from within. And that’s what I originally thought. But then as I dug into the research of that question, there was actually no stats to back that up where, you know, companies that outperform the market, there’s one good study, uh, that Jim Collins did and they saw that 85% of companies that outperform the market had internally promoted CEOs. Uh, so this isn’t just a feel good story, but it actually is, you know, a predictor of longterm success from promoting from within. Cool. So how does this reinforce hiring for attitude rather than skill? So I believe that reinforces for attitude rather than hiring from skill because the people that you’re hiring in the business are the people that you’re keeping on.

If you want to grow your company, you have to be looking at progressing them through a leadership position. Leadership training can benifit you as a Edmonton Business Coach. So if you’re keeping someone on who’s particularly skilled in a role or bringing someone on who’s particularly skilled on the role, who has a bad attitude, you’re limiting your growth. Because at some point that person needs to move to a leadership position. Um, they’re, they’d become a limiting factor. The, you know, the amount of people that you have on the team that have no ability to grow or no one Beal ability to move into those leadership positions. Um, you know, the company can’t grow with those types of things. Right. That makes a lot of sense. So what happens to the team when a highly skilled person has a bad attitude? So it, it has a negative effect of not just that person, not just your interaction with that person as a business owner, but it has the effect of that’s to the detriment of the team.

So you start to have to ask yourself that, although his person, you know, has a high skill, what is their effect on the rest of the team? If you don’t know this, your Edmonton Business Coach can help you. You know, maybe they’re 10% better at the skill that you want them to be at, but they’re making everybody else’s day 5% worse, and there’s 10 other people on the team. Now you have to realize that it’s not just their skill, it’s their interaction with the rest of the team. Um, so it, it, you can’t look at that relationship in a vacuum because they’re contributing to the, you know, the overall wellbeing of the team. Right. And so tell me, what is the adversity quotient? What does that, so adversity quotion you know, when we talk about attitude being, you know, you have a positive attitude, but there’s also something that we, you know, it had been coined the adversity quotient where it’s not just having a positive attitude, but it’s the ability to overcome difficult situations.

Okay. So suddenly gets confronted with something that, you know, there’s a challenge, a, a customer complaint or technology being down or, um, you know, things taking longer than you thought they would take. Um, and, or, you know, having to switch directions and people, some people have an inherently high adversity quotient. It’s not about a, uh, a skill. It’s about, you know, there, they run into difficulty and they just keep going. And other people, they’d run into that diversity and they stop. Um, so when you’re looking at, you know, he had skill and you have that positive attitude, but do you also have that adversity? Quotion too? Uh, that’s a big part of it. Questions are great and they are what Edmonton Business Coach love answering. And, you know, we really should be recognized as a business owner when you’re looking at your team and evaluating, you know, who’s you know, who’s going to help you? Cool. So dumb question, right?

Should you expect things to go wrong in your company? Yeah. Things are 100% going to go wrong. Your Edmonton Business Coach knows that. And, and, and, you know, dumb question, when you, sometimes you feel like it’s a dumb question, but believe it or not, we get these business owners and they’re, they think that they’ve done something terribly wrong or they’re a bad business owner. They lose confidence when things go wrong, when that is really the game, things are going to go wrong and we should expect that things are going to go wrong. And that doesn’t mean that your, your plan was bad or you’re, you’re a bad operator. It’s the, that’s just part of the game. That’s life things. Things happen hundred percent. You’re above ground and things are going to happen. Yes. That’s just how it goes. So, um, how does having people with high adversity quotients help navigate difficult times?

So, you know, you can have that person with a high skill level, but if that person doesn’t have a high adversity quotion they’re going to get them up. And you know, you have to ask yourself, you know, when you’re bringing someone onto the team, yeah, do they have a high skill, but do they have that high adversity quotion let’s just say you’re bringing on it. Um, you know, in, in your business travel, let’s say we’re bringing on a, um, a program or a web developer and there a great web developer. Uh, would you rather want the person who is a 10 and a 10 web developer, but there are one at a 10 on the adversity quotient and they give up when things go bad? Or would you rather someone who is an eight out of a 10 at a web developer, but there are 10 and a 10 on the diversity question and they just won’t give up.

If it goes wrong, they’ll keep going. You know, they’ll, they’ll go around and go left to go right to go under. If you struggle with this, your Edmonton Business Coach can help. Um, they’re just going to keep at it. And I think when you ask most business owners, when you put it to them that way, they start to realize that and I’d rather a little less skill and a little more resolve or adversity quotient. Yeah, no, that makes a lot of sense. So, um, next question for you is, um, will the skills required to remain competitive change over time? Yeah. So, you know, sometimes we, we hire people on and we think that they’re good at this skill today, so it’ll be good forever. Right. But the problem is a lot of the skills that we have today, when we look at 10 years from now, we might be doing things completely different or whether you’re doing, you know, small business marketing or whether you’re doing small business accounting, um, you know, the way we did things 10 years ago was not the way we do things today.

And I have full, I fully expect that the way we do things 10 years from now, we’re going to be different. Do things the right way and your Edmonton Business Coach can help. Yeah. So the skills that you need, they’re going to change over time. That makes a lot of sense. So what happens when you hire people who are uncoachable. So when you hire people who are uncoachable, when those skills, those required skills change, they don’t change with the Times you, you, you can’t coach them to change. Um, so they might be really good now, but they’re not going to be good in the future. And then we go back to eventually, the people that you bring on today are the people that need to be in a leadership position tomorrow if you want to grill. So if they’re not coachable, they’re not going to be part of your team later on. And you’re consistently bringing in, you know, C and B level employees and trying to coach them update and you realize you only have so many spots on your team and that person’s never going to be a in a leadership position because they’re uncoachable even if they’re skilled in what we need today.

Yeah. Some people get stuck in a Rut and they say, this is how we’ve always done it. This is how it’s going to work today. And they don’t move along with the Times. And, um, really advanced their skills to really help and move along with, with what’s happening in the world today. Yeah, yeah, for sure. And, uh, so my next question for you is what happens when you hire people committed to lifelong learning? Yeah. So, you know, it’s one thing when they’re coachable, which has beneficial and you want people who are coachable because they can, you know, change with the times and adapt to the times and learn new skills. But the, when you hire people who are lifelong learners, these people can learn the skill sometimes without even the coaching required, right? They just, they’re, they’re proactive and going out and finding the information they need and finding the solution when circumstances change.

So, um, you know, you want people who are coachable, but even the next level is the people who were just lifelong learners and they find the, the, uh, a solution before you even know what the solution. Um, and those are the types of people that you really want a, on the team. Yeah, absolutely. I, I could just see that, you know, really helping out any organization, having somebody who is just curious and committed to learning that the next level and going to the next level. So they’re always bringing that to the team and you know, like, uh, JFK said, you know, a rising tide lifts all boats so that that’ll just lift up the whole level of the entire team. And that’s awesome for sure. Um, so will people with a high adversity quotient, you better equipped to adjust to change? Generally those people who, um, you know, who can persevere through difficult situations, it was the same person who perseveres through a customer complaint or technology being down.

Um, or those are the same people where you have to make a change that they roll with the punches. It’s the same skill. Um, you know, adjusting to change and dealing with difficult circumstances. Uh, you know, it’s kind of the, if you’re good at one, you’re usually good at the other one too. Um, so I would favor those people with that adversity. Quotion not only because they can deal with difficult situations, but they’re going to be able to deal with the inevitable change that’s going to come. Yeah. So are people with high adversity quotients more likely to progress into a leadership role? Yeah. Yeah. I mean, this is what it all goes back to. At the end of the day, you get that person, what that high adversity quotion they’re not going to give up the first time that, you know, things get difficult. And then when things change, they’re the people who are going to adjust with those chains.

So the people who are going to have more longevity in your organization, um, they’re going to be no more liked within your organization too because they don’t, you know, lose their top everything every time something goes wrong or there’s a little bit of change. So that person is, you know, that adversity quotion those are the people who are going to stay with you a long time. So will the best Edmonton Business Coach out there. They’re going to change with the times. Um, they’re not gonna, you know, get too down when things get rough and they’re ultimately going to people who progressed to the, the leadership roles and really drive the growth of, of organizations. I do have one more question. Okay. Is there a way for people who have maybe a low adversity quotient to move up levels in their adversity quotient? I think so. Yeah. I think it’s, it’s something that you can work on.

I think the, the important part to the first part about, you know, maybe taking off that limiter is just to educate them on this. Um, you and just when you, when you repeat it, we repeat it as business owners and say, we’d rather hire people with a diversity coalition will say that to your employees too. And once they can get the connection in their own logic, they start to say, well, yeah, if I ran a business, I wouldn’t want to hire someone who, you know, every time they ran into a difficult situation soon, as soon as they make that connection for themselves, it’s like any form of influence. If you can, if you can get them to come to that conclusion themselves, all of a sudden they become the solution. Uh, and also I do think people can progress to that skill for sure. Yeah. Awesome. So I think that’s what we have here today. Thanks for tuning in. As always, hit the light can subscribe button so we can continue to deliver you tips on how to beat the odds at business. And if you have any comments or questions, leave them in the comments below and we’ll, we’ll address them in a future video. Thanks very much.