As a shop owner, you've likely spent a ton of time building your business, workplace culture and making your employees happy. So, when are you going to start enjoying the fruits of your labor? The first step in creating more free time for yourself is to hire a qualified second in command (SIC).
Believe it or not, most business owners fail to hire a powerful second-in-command for several reasons. Here are some common factors that can contribute:
Lack of clarity: If the business doesn't understand the role and responsibilities of the second-in-command, it becomes challenging to find the right candidate. Unclear job descriptions or conflicting expectations can lead to misalignment during the hiring process.
Inadequate search and selection process: Rushing through the hiring process or not conducting a comprehensive search can result in hiring the wrong person. Investing time and effort in sourcing and evaluating candidates, including conducting thorough interviews, reference checks, and skill assessments, is crucial.
Cultural fit: Hiring a second-in-command who does not align with the organization's culture, values, or leadership style can lead to conflicts and difficulties in collaboration. It's essential to assess cultural fit in addition to skills and qualifications to ensure compatibility with the existing team and the organization's vision.
Lack of experience or expertise: Hiring an individual without the necessary experience or expertise required for the role can hinder their ability to contribute effectively. A second-in-command typically requires a strong track record of leadership and strategic decision-making, so assessing candidates' relevant experience is crucial.
Insufficient onboarding and integration: Failing to provide a comprehensive onboarding process or integrate the new hire effectively into the organization can result in a lack of clarity, direction, and support. This can lead to a slow start or misunderstandings about their role, impacting their effectiveness.
Communication and expectation misalignment: Poor communication between the business owner or CEO and the second-in-command can lead to misunderstandings, conflicting priorities, and a lack of trust. Clear and ongoing communication is vital to ensure that expectations are aligned and that both parties understand their roles and responsibilities.
Resistance to delegating authority: Some business owners or CEOs struggle to delegate authority and decision-making power to their second-in-command. This can limit the autonomy and effectiveness of the hired executive and hinder their ability to contribute fully to the organization.
Limited Time Offer: ATI's How to Hire the Right Second in Command Checklist If you are ready to gain your freedom and trust qualified people with your business, it’s time to start searching for an effective Second in Command. Download ATI’s Checklist on How to Hire the Right Second in Command to take your shop to the next level. It will help you think through and prepare for the SIC role, so your hire is the right fit and the transition is smooth and successful. To receive your copy, go to www.ationlinetraining.com/2023-08 for a limited time. To mitigate the challenges listed above, businesses should know the right steps to take before hiring the right candidate.
Here are the steps to hiring the right second in command:
- Create a job description. What duties will your second in command be responsible for daily, weekly, and monthly? Write these items down so you get them on paper. Include these details as you finish creating their job description.
- Source potential candidates. Based on the criteria, you can use this information to define whether promoting from within or looking outside of your shop is best. I urge you to check all your current employees to see if they might fit the job description. You already know these individuals and have seen their track record of success.
- Create an ad. If none of your current employees meets your expectations, try creating an ad. Base it on your job description to define what is necessary to qualify. Qualify candidates on the criteria you envision before you take the time to contact them. Someone with management experience and a history of success in your field is a must. Knowing what you're looking for will help you stay on track with this process.
- Prep interview questions. Structure the interview questions based on the same criteria list you created initially. You don't need to waste time looking for the wrong person. Create reference check questions based on the interviews you have. Potential second-in commands have usually worked for shops that think highly of them, so don't be afraid to ask for a referral contact.
What makes an effective second-in-command?
There are many facets to an effective second-in-command. One is the ability to communicate. A powerful second-in-command listens and communicates with the owner. They understand what the owner wants. They also keep the owner updated on what causes concerns from a customer's perspective.
Upward and downward communication are necessary. A healthy mix of active listening can make the first and second-in-command team effective. Once the owner and second-in-command establish what's important, the second-in-command can execute a good plan to keep the business moving in the right direction. Helpful tools such as good note-taking and questioning can clarify if the SIC is on the right path.
An effective SIC also helps their team members grow and solve problems. They'll take the initiative and work to overcome daily challenges. This allows the team to be creative and understand how to solve their own issues.
Make your core values clear
A business can only be successful if it's run by the owner's values. So, the first thing you can do is identify what's important to you and what made you successful. Understanding your own values is very important. This allows you to educate your second in command. Their understanding of your values is crucial to provide the desired results.
Defining what you enjoy and do well is essential for the company's growth. After all, the SIC's primary duty is to free up your time. Of course, how you spend that free time is up to you. But you won't experience more freedom if you're tied up in the company's day-to-day operations.
With your guidance and clear expectations, a qualified SIC will make the company look good because their goal is to take any situation and work to make it better. Placing the right person in this role will make your business grow, and you'll regain some of your own passion.
The time and effort you've put into the business should allow you to reap the benefits of all your hard work. You'll have added free time with your family as well. The time has come to start living the life you dreamed about all those years ago when you started your business!
