Throughout my career, I have been fortunate to lead employees who come from all kinds of backgrounds. Although they share many common values and mindsets, their resumes are filled with interesting, sometimes unexpected, experiences. They do great work, but they take unique approaches.
If you want to build a thriving team, open your eyes to the talent that is out there but may be overlooked in favor of more traditional profiles or familiar personalities. From the executive team to your frontline employees, do not underestimate the value of team members who do not fit the typical mold.
I was reminded of the need for different types of talent during my recent podcast interview with Shannon Coomes, President of Hill Fire Protection. Working in a male-dominated space, she has overcome fear to become a wise and thoughtful leader.
When I asked Shannon about the advice she would give my two daughters, both of whom are engineers in male-dominated industries, she replied: “It’s okay to feel intimidated. Listen, learn, be curious, ask the right questions…. Don’t be afraid. Step forward. Lean in.”
Shannon is a great example of curious leadership, always seeking to learn and understand more. She has allowed herself to be vulnerable by acknowledging that she always has more to learn. She knows that her abilities will sometimes be doubted; maybe she will even be overlooked in favor of the man standing next to her. But she doesn’t shy away.
Fortunately, Shannon’s mentors have believed in her and empowered her along her journey. Now, she is the CEO of a company that is making a real difference—literally protecting lives. She is authentic, and her authenticity has been a catalyst of her growth as a leader. Who wouldn’t want a leader like that in their business?
Several years back, Rhythm Systems was growing and had talent gaps to fill—but we were not yet big enough to need every function fulltime. We advertised contract roles, part-time positions, and a remote-first culture. What we found was a treasure trove of talent that we may have not otherwise uncovered.
Parents of young children—and particularly moms—reached out, hungry to continue their careers but also needing flexibility. They had strong backgrounds and the right skills; they just needed a workplace that would not force them to forgo their other dreams and responsibilities.
Several of our longest-tenured employees started this way, eventually shifting into full-time roles when the time was right. It is hard to imagine Rhythm without their impact. Had we been more rigid about our working arrangements, or had waited to hire until we could offer more full-time contracts, we would have missed out all the creativity, joy, and great wins these employees brought us.
Leaders know that one great employee is easily the equivalent of three mediocre ones—but the competition for talent is strong. To draw in great talent, be curious and consider letting go of limiting views about what makes someone the “right” fit to join or lead a business. Leverage flexible work to uncover profiles outside the norm. Great talent is everywhere; you just have to know how to find it.
Building a strong people ecosystem is one of my 7 Practices for High Growth Leadership. To encounter even more types of leaders who are forging unique paths to joy and success, follow along with the podcast.