We’ve been thinking about all-stars and jedis a lot lately. Recently we were chatting with a very sharp CEO who was protesting slightly that our recommended model requires finding and retaining all-star level talent. That’s understandably hard. Our response was yes, it’s true, you’re right. You need all-stars to lead your product team and each key product in it.
The bad — and good — news is that the all-stars you’re looking for are probably not going to stroll in the front door with a certified “all star” nametag and sky-high salary demands. In fact your all-stars may be right under your nose, in or around your organization already, waiting to be discovered. Most we’ve encountered are. In Star Wars before Rey was Rey or Luke was Luke, they were both kicking around dusty planets bullseyeing womprats. Someone had to spot something special in them and hand ‘em a lightsaber.
In every organization we’ve worked with, we have helped identify and cultivate existing talent that was sitting right there inside the org, often in a role that wasn’t completely satisfying for them, nor as impactful as it could be for the organization. These are people who just “get it”, who have the right skills and mindset, and crucially also have a ton of tactical and interpersonal context on the organization.
When we help orgs screen and hire external talent, the profile we’re seeking is sometimes a bit of a surprise to them. That’s because these jedis-in-waiting may not even be highly technical. They’re probably technical enough. They’re probably getting a lot out of their tools, and they’re probably helping others do the same — and not because they were told to, but because they are just wired that way. They’re good at figuring stuff out and they naturally possess the instinct to help others.
But even more importantly — much more importantly — they’re strategically minded, skilled communicators, and they have built trusted, reliable relationships with colleagues around their organizations. These are the superpowers of a great technology leader. It’s not about technical wizardry. A technology leader with great people skills, a strategic mindset, and excellent communication instincts can find and engage great technical talent in appropriate ways. Whereas you rarely get there in reverse.
But jedis are few and far between, you might object. That’s asking a lot of our hiring process. How can we find and hire and retain a team of jedis?
You’re not wrong. You probably can’t do this with a regular hiring process. One option is that we can help you. Another option is that you get crystal clear on the structure you’re trying to build and the strategic rather than technical skillsets that you need leading the charge, and build your screening process around that.
And remember that jedis start out as padawans and there are padawans out there to be found, with the raw materials to become jedis, in the right environment and with the right support. They may not have led a rebellion yet but they used to bullseye those womprats in their T-16 back home, and that’s something you can work with. Before long they may be wielding a lightsaber like they were born with it.
Plus, what’s the alternative? More of the same that has gotten you here? Managing your technology the same old way? Making peace with the broken and the frustrating? More of the same wasted opportunities? Or perhaps at best, more of the same barely-good-enough technology management that doesn’t move any needles? Making peace with the fact that your technology will always hold every part of your rebellion back, now and forever?
Jedis are game changers. You were up against the Empire before and things weren’t looking good. Now you’ve got a handful of jedis on your team and suddenly the odds feel much more encouraging. Suddenly you notice that your squadron leaders are taking out Imperial ships left and right. When did their targeting get so good? And why do your phasers suddenly feel so much stronger? And since when did your ships enter hyperdrive so quickly? And isn’t it great that your pilots are suddenly performing like the superstars you always knew they could be? How did this happen?
Yes, it’s a real commitment to decide to be in the business of recruiting your product team jedis and building an environment where they can flourish. But the Empire is coming, whether you’re ready or not. Who are you bringing to the battle?