{"id":4807,"date":"2015-08-13T20:07:48","date_gmt":"2015-08-14T01:07:48","guid":{"rendered":"http:\/\/www.scottcochrane.com\/?p=4807"},"modified":"2015-08-13T20:07:48","modified_gmt":"2015-08-14T01:07:48","slug":"10-easy-to-spot-character-signs-for-building-a-great-team-3","status":"publish","type":"post","link":"https:\/\/scottcochrane.com\/index.php\/2015\/08\/13\/10-easy-to-spot-character-signs-for-building-a-great-team-3\/","title":{"rendered":"10 Easy-to-spot Character Signs for Building a Great Team"},"content":{"rendered":"

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

Our Willow Creek Association team has been bolstered recently by the addition of a couple of high-caliber new teammates.<\/strong><\/div>\n
And in each case I have come to quickly realize that these new members of the team possess the same traits of strong character that have come to exemplify our culture.<\/strong><\/div>\n
How can I be so sure?<\/strong><\/div>\n
Well, as I outlined in this earlier post, there are at least 10 signs I look for that reveal the type of character that makes for a great team.<\/strong><\/div>\n
\n

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

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

    When you’re adding people to your team, 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 Our Willow Creek Association team has been bolstered recently by the addition of a couple of high-caliber new teammates. And in each case I have come to quickly realize that these new members of the team possess the same traits of strong character that have come to exemplify our…<\/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":[4,769,738,478,7],"tags":[],"class_list":["post-4807","post","type-post","status-publish","format-standard","hentry","category-community","category-culture-2","category-effectiveness-2","category-featured","category-leadership"],"_links":{"self":[{"href":"https:\/\/scottcochrane.com\/index.php\/wp-json\/wp\/v2\/posts\/4807","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=4807"}],"version-history":[{"count":4,"href":"https:\/\/scottcochrane.com\/index.php\/wp-json\/wp\/v2\/posts\/4807\/revisions"}],"predecessor-version":[{"id":4811,"href":"https:\/\/scottcochrane.com\/index.php\/wp-json\/wp\/v2\/posts\/4807\/revisions\/4811"}],"wp:attachment":[{"href":"https:\/\/scottcochrane.com\/index.php\/wp-json\/wp\/v2\/media?parent=4807"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/scottcochrane.com\/index.php\/wp-json\/wp\/v2\/categories?post=4807"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/scottcochrane.com\/index.php\/wp-json\/wp\/v2\/tags?post=4807"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}