{"id":4163,"date":"2014-10-16T20:54:27","date_gmt":"2014-10-17T01:54:27","guid":{"rendered":"http:\/\/www.scottcochrane.com\/?p=4163"},"modified":"2014-10-16T20:55:06","modified_gmt":"2014-10-17T01:55:06","slug":"10-easy-to-spot-character-signs-for-building-a-great-team-2","status":"publish","type":"post","link":"https:\/\/scottcochrane.com\/index.php\/2014\/10\/16\/10-easy-to-spot-character-signs-for-building-a-great-team-2\/","title":{"rendered":"10 Easy-to-spot Character Signs for Building a Great Team"},"content":{"rendered":"

Updated from July 26, 2013 post<\/em><\/p>\n

\n

A half truth.<\/strong><\/p>\n

A questionable use of time.<\/strong><\/p>\n

Poor judgment concerning the use of organization resources.<\/strong><\/p>\n

If you\u2019ve ever seen this kind of behavior pattern emerge with someone on your team, you know you\u2019ve had to deal with a character issue.<\/strong><\/p>\n

Finding leaders for your team who exhibit the highest standards of character is the ballgame when it comes to building a world-class team.<\/strong><\/p>\n

\"\"<\/a><\/p>\n

The question is, how do you find these people?<\/p>\n

You don\u2019t look at the resume. Resume\u2019s don\u2019t reveal character.<\/p>\n

You don\u2019t look at the person\u2019s skills or even record of achieving results. Even the most unscrupulous person can deliver results.<\/p>\n

So if discerning character is so important, how do you discern if you\u2019re dealing with someone of strong character?<\/p>\n

The place to begin is with the first words out of their mouth.<\/strong><\/p>\n

There\u2019s no fool-proof formula, but in my experience in building teams I\u2019ve learned to pay attention to patterns of speech as early indicators.<\/p>\n

Listen for these 10 indicators of strong character. Chances are, if you\u2019re seeing these patterns in their conversation you may well be dealing with the kind of person you want on your team.<\/p>\n

    \n
  1. They receive a compliment with grace.<\/li>\n
  2. They receive negative feedback with humility and non-defensiveness.<\/li>\n
  3. When they disagree with you, they hold their position and yet still extend respect.<\/li>\n
  4. Their \u201cyes\u201d is yes, and their \u201cno\u201d is no.<\/li>\n
  5. They are quick to shine the spotlight on others.<\/li>\n
  6. Their apologies are unreserved; they don\u2019t say, \u201cI\u2019m sorry, but\u201d or \u201cI\u2019m sorry if\u2026\u201d<\/li>\n
  7. If they don\u2019t know the answer to a question, they say so; they don\u2019t bluff their way through.<\/li>\n
  8. They don\u2019t dominate conversations; they are genuinely more interested in the voices of others.<\/li>\n
  9. Their conversation includes plenty of \u201cpleases\u201d and \u201cthank you\u2019s\u201d.<\/li>\n
  10. They speak truth, regardless of how it makes them look.<\/li>\n<\/ol>\n

    This list is not exhaustive, but it\u2019s a good start.<\/p>\n

    Follow up by talking with\u00a0every<\/em>\u00a0reference, and talk to the references of references. Talk to their former employer. Ask of they\u2019d hire this person again.<\/p>\n

    Bottom line, is don\u2019t cut corners when it comes to discerning character issues on your team.<\/p>\n

    And the first place you should begin is with the first words out of their mouth.<\/p>\n

    How do you spot strong character when you\u2019re building a team?<\/strong><\/p>\n<\/div>\n

     <\/p>\n","protected":false},"excerpt":{"rendered":"

    Updated from July 26, 2013 post A half truth. A questionable use of time. Poor judgment concerning the use of organization resources. If you\u2019ve ever seen this kind of behavior pattern emerge with someone on your team, you know you\u2019ve had to deal with a character issue. Finding leaders for your team who exhibit the…<\/p>\n","protected":false},"author":4,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_bbp_topic_count":0,"_bbp_reply_count":0,"_bbp_total_topic_count":0,"_bbp_total_reply_count":0,"_bbp_voice_count":0,"_bbp_anonymous_reply_count":0,"_bbp_topic_count_hidden":0,"_bbp_reply_count_hidden":0,"_bbp_forum_subforum_count":0,"_monsterinsights_skip_tracking":false,"_monsterinsights_sitenote_active":false,"_monsterinsights_sitenote_note":"","_monsterinsights_sitenote_category":0,"footnotes":""},"categories":[3,769,738,478,7,744],"tags":[],"class_list":["post-4163","post","type-post","status-publish","format-standard","hentry","category-action","category-culture-2","category-effectiveness-2","category-featured","category-leadership","category-team-2"],"_links":{"self":[{"href":"https:\/\/scottcochrane.com\/index.php\/wp-json\/wp\/v2\/posts\/4163","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/scottcochrane.com\/index.php\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/scottcochrane.com\/index.php\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/scottcochrane.com\/index.php\/wp-json\/wp\/v2\/users\/4"}],"replies":[{"embeddable":true,"href":"https:\/\/scottcochrane.com\/index.php\/wp-json\/wp\/v2\/comments?post=4163"}],"version-history":[{"count":4,"href":"https:\/\/scottcochrane.com\/index.php\/wp-json\/wp\/v2\/posts\/4163\/revisions"}],"predecessor-version":[{"id":4167,"href":"https:\/\/scottcochrane.com\/index.php\/wp-json\/wp\/v2\/posts\/4163\/revisions\/4167"}],"wp:attachment":[{"href":"https:\/\/scottcochrane.com\/index.php\/wp-json\/wp\/v2\/media?parent=4163"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/scottcochrane.com\/index.php\/wp-json\/wp\/v2\/categories?post=4163"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/scottcochrane.com\/index.php\/wp-json\/wp\/v2\/tags?post=4163"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}