INTRODUCTION.

If you're a manager, you've probably heard the phrase “people pleaser”. You know that person in your office who always agrees with everything you say and never challenges anything?

Yeah, they're not great to have around. In fact, one of the biggest mistakes CEOs can make is surrounding themselves with people who never challenge them or their ideas. This is especially true if it means shying away from hiring strong personalities who don't fit into an organization's corporate culture quite right (or at all).

So how do we hire "people displeasers" instead of "people pleasers"?

DON'T HIRE

‘PEOPLE PLEASERS’

Stagnation is death for a business. Blockbuster in the face of Netflix, Nokia in the face of Apple. Both clung to outdated methods while the world changed around them.

When you're curating leadership teams, it can be tempting to want to hire people who agree with you. The more “people pleasers” you have on your team, the easier it is for everyone to get along. You might feel like this is a good idea because these employees will be less likely to challenge your decisions or argue against them in meetings. There is a need for fresh perspective and progressive ‘out-of-the-box’ thinking to help your business grow.

However, there are some serious problems with hiring 'people pleasers.' First of all, if someone's opinion doesn't matter enough for them to express an opinion or question their assumptions about something, then they probably aren't a particularly valuable employee anyway! They're not going to bring much insight into a situation or challenge anything except maybe some of their own personal assumptions—if anything at all!

Secondly and most importantly, however, is that this kind of blind agreement leads down dangerous paths where decisions are made based on feelings instead of data or logic (that’s a whole other topic to discuss).

CHALLENGE THE PROCESS; YOU SHOULD NEVER BE AFRAID TO DISCARD THE OBSOLETE. 

Challenging the process is a great way to get better results. It's also a great way to innovate and save money, but most importantly, it's a fantastic way to get more out of your employees in less time.

Challenging the processes that have been in place for years lets you find flaws in them while they're still small enough to fix without too much disruption or cost. Those flaws can be something simple like an inefficient workflow or something deeper like an organizational structure that doesn't actually support what needs doing most efficiently. If you don't challenge these things, then nothing will change and your company won't grow as fast as it could be growing if you did challenge them (or even just slowed down).

‘People pleasers’ as leaders are dangerous because they cannot lead their employees in the right direction. There is no innovation for ideas or proactive thinking that can benefit the company’s progression. This leads not only bad decisions being made but also good ones being ignored or dismissed because someone else said no before anyone had even had time for consideration about whether it was actually a good idea or not!

CONCLUSION.

In conclusion, we believe that the best leaders are those who can see what needs to be done and do it. They don't need a yes man or woman at their side. They have a vision for where things should go and how they can get there, but they also know when it's time for new ideas or changes in direction. In short, these leaders lead by example—and as long as you keep this in mind when hiring people for your team, you'll be well on your way to success!