Let’s talk about something crucial: tools and systems. You can have the perfect system. Every process documented down to the last detail. You know exactly what needs to be done and when it needs to be delivered.
But here’s the thing—if the person assigned to the job lacks confidence, all that structure won’t save you. They’ll hesitate, procrastinate, and wait for you to make the decisions. Not because they’re not smart enough, but because they don’t know how to move forward on their own.
This isn’t about intelligence.
It’s about commitment—the commitment to take action, the courage to make mistakes, and the courage to win.
You can hire intelligent people who can learn how to succeed, but if they haven’t experienced what winning feels like, you can’t expect them to act like winners from day one.
Playing it safe is easy when there’s no commitment. Waiting feels comfortable when courage isn’t required. As a leader, you need to understand this so you don’t get frustrated. What’s second nature to you might feel like climbing a mountain for someone else. Something that excites you might terrify others.
Before you focus on tools or optimize your processes, make sure you have the right person in place. It’s always who first, then what. With the right people on board, your tools and systems will actually make a difference.
How to Find the Right Person (When You’re Tired of Hiring the Wrong Ones)
So, how do you find the right person? The one who doesn’t need hand-holding, who doesn’t freeze up when things get tough? The one who will step up, make decisions, and own the result?
The right person has a strong mindset, not just a skill set. They’re committed to learning, not afraid to fail, and have the courage to act.
Here’s how to spot them:
1. Look for Problem Solvers, Not Order Takers.
Anyone can follow a checklist. But the right person will solve problems, even when there’s no checklist. Ask about a time they faced an unfamiliar challenge. Did they sit around waiting for instructions, or did they figure it out?
You want someone who sees obstacles as opportunities, not dead ends.
2. Hire for Attitude, Train for Skill
Skills can be taught. Attitude? Not so much.
The right person has a hunger to improve. They’re curious, they ask questions, and they’re driven by a desire to do better. If they’re passionate about learning, they’ll pick up the necessary skills faster than someone who’s coasting on credentials.
Ask them: What’s something new you learned in the last six months? If they’re serious about growth, they’ll light up when they talk about it.
3. Test for Commitment
People can talk a good game in interviews. They know the right words, the right stories. But you want to see real commitment.
Give them a small, real-world task before you hire them. Something that tests how they approach a challenge. Do they dive in, show initiative, and take ownership? Or do they give excuses?
The right person will commit to excellence, even in a small test.
4. Look for Courage
This is the game-changer. The right person has the courage to make decisions, even when they’re unsure. They’re not afraid to fail, and they don’t need someone constantly watching over their shoulder.
Ask them about a time they made a decision they weren’t 100% sure about. Did they step up, take action, and learn from the outcome? Or did they play it safe and wait for someone else to take the lead?
The right person is out there. They’re the one who isn’t just looking for a job—they’re looking for a challenge. Someone who’s committed, curious, and has the courage to act.
You don’t need someone who checks all the boxes; you need someone who will write the next chapter.
Because once you find the right person, everything else? That falls into place.
Jim Collins on Getting the Right People
If you want to build something great—whether it’s a business, a team, or even a project—Jim Collins is the guy to listen to. In his book Good to Great, Collins studied the world’s most successful companies and found one common truth: it’s not about having the right strategy—it’s about having the right people.1
Here’s the kicker. Collins says: “First who, then what.” Meaning? You don’t start with your grand plan or perfect process. You start by getting the right people on the bus.
What Does He Mean by “Right People”?
According to Collins, the right people aren’t just those with the best résumés or the most experience. They’re the people who fit your culture, who are aligned with your mission, and who have the drive to push your team forward. These are the people who don’t need to be micromanaged. They don’t wait for permission. They take responsibility and get things done.
And once you have the right people? The “what” becomes easier. The strategies, goals, and execution all fall into place. Because the right people will figure out how to win, no matter the challenge.
Collins flips the usual hiring logic on its head. It’s not about telling people where the bus is going and then finding passengers. It’s about finding the right passengers first—those who will help you steer in the right direction.
So, before you start building your next great thing, ask yourself: Do I have the right people on the bus? Because that’s what separates good teams from great ones.
What Other Experts Say About Finding the Right People
It’s not just Jim Collins who’s made waves about the importance of finding the right people. The truth is, leaders from all corners of business, psychology, and leadership have shared their insights on how to build teams that win.
Let’s dive into what some of the best minds in the field have to say.
1. Patrick Lencioni: Humble, Hungry, and Smart
Patrick Lencioni, author of The Ideal Team Player, believes the right people possess three essential virtues: they’re humble, hungry, and smart.
Humble people aren’t driven by ego. Hungry people are always looking for ways to contribute and grow. Smart people know how to interact with others. It’s these traits that build a strong, cohesive team.
2. Simon Sinek: Start with Why
In Start with Why and Leaders Eat Last, Simon Sinek argues that the right people aren’t just skilled—they believe in your “why”. These people are driven by the same purpose that fuels your organization. They aren’t just here for a paycheck; they want to be part of something bigger.
Sinek says, “Hire people who believe what you believe, and they’ll give you their best.”
3. Laszlo Bock: Hire for Potential, Not Pedigree
As Google’s former Head of People Operations and author of Work Rules!, Laszlo Bock says the best hires aren’t always the ones with the fanciest degrees or resumes. He emphasizes hiring for potential and problem-solving skills.
Bock explains that Google looks for people who can think critically and adapt quickly, rather than just those with a perfect background.
4. Reed Hastings: Freedom and Responsibility
Reed Hastings, co-founder of Netflix, has a unique approach to finding the right people. In No Rules Rules, he emphasizes the importance of hiring high-performing individuals who can thrive in a culture of freedom and responsibility. Hastings believes the best people can work without constant supervision and are driven by results, not just tasks.
Netflix hires only those who are capable of working autonomously and making big decisions on their own.
5. Daniel Pink: Autonomy, Mastery, and Purpose
Daniel Pink, author of Drive, says that people aren’t motivated by money alone—they’re driven by autonomy, mastery, and purpose.
The right people want the freedom to make decisions, the opportunity to improve their skills, and the chance to work on something meaningful. When you find someone driven by these values, they’ll thrive in your organization.
6. Jocko Willink: Extreme Ownership
Former Navy SEAL and author of Extreme Ownership, Jocko Willink, says the best team members are those who take full responsibility for their work. No blame, no excuses—just ownership. The right people will accept the outcome, whether good or bad, and learn from it. Willink says, “There are no bad teams, only bad leaders.”
The right person owns their role and the results, no matter what.
7. Angela Duckworth: Grit Over Talent
In Grit, Angela Duckworth says talent isn’t the deciding factor of success—grit is. The right people aren’t always the most naturally talented, but they have the perseverance to push through tough times. They keep going when others quit.
Duckworth’s research shows that people who have the resilience to overcome failure often outperform those who rely on talent alone.
8. Brené Brown: Courage and Vulnerability
Brené Brown’s work in Dare to Lead focuses on the importance of courage and vulnerability. The right people aren’t afraid to be vulnerable—they’re willing to take risks and own up to their mistakes.
Brown believes that courage and a willingness to be transparent about failures build strong leaders and teams. The right person isn’t scared to speak up, even when it’s uncomfortable.
9. Gary Vaynerchuk: Empathy, Hustle, and Adaptability
Gary Vaynerchuk, the entrepreneur behind VaynerMedia, is all about hiring for empathy, hustle, and adaptability. In Crushing It!, he talks about how the best people in his companies have a relentless drive to succeed, the empathy to work well with others, and the ability to adapt to a constantly changing environment.
Vaynerchuk believes that entrepreneurial thinking—whether you’re a founder or not—sets the right hires apart from the rest.
These experts may come from different backgrounds, but their message is clear: finding the right people is about more than just technical skills or flashy resumes. It’s about hiring people with the right mindset—people who own their results, push through challenges, and believe in something bigger than themselves. That’s how you build a team that doesn’t just get by but thrives.
- You can buy the Good to Great on Amazon. ↩︎
