Three Things I Learned from Hiring My Dad

Let me tell you a story: It was 2008 and my company had grown to a $10 million business. I was in desperate need of a COO to lead daily operations. I was running on all cylinders, trying to lead company strategy, manage client relationships, and still have a daily presence in the office. It wasn’t working–I was close to burning out.

I knew that finding a COO who I could trust was the solution. And the first person who came to mind for this role was my dad. As an entrepreneur himself, he had been serving as a mentor to me for years.

But, of course, the last thing I wanted to do was hire my dad. Why? I was afraid. I was afraid that my employees and customers would think that I was asking him to come save the day. I was afraid it would be seen as a sign of weakness. I was afraid my employees would accuse me of nepotism.

I interviewed a number of people, and nobody seemed like a good fit, because no one knew me and my business like my dad. Finally, I decided to go with my gut and offer my dad the job. With a little convincing, he agreed to come out of retirement and accept the role.

He’s now been my COO for six years and has helped me double the size of my company.

What did this experience teach me?

Great leaders aren’t good at everything, but they’re good at knowing what they’re good at. And building the right team is all about knowing what you’re good at, where you need help, and who you need and want to help you.

It’s ok to hire people you like. In fact, it’s essential..Human beings are social creatures, and there’s no shame in wanting to work with people that you have fun with. Most of us will spend more time with the people we work with than our own families! So why not surround yourself with people who are genuinely compatible with you and your business? You should hire people who inspire you, make you laugh. embrace your company values, and share a similar work ethic.

Don’t be afraid to hire like a woman. Many women that I’ve worked with are sometimes hesitant to consider these types of characteristics when they’re hiring, thinking it makes them look frivolous or picky. But this “feminine style” of hiring is actually becoming more mainstream—because it works. We see more and more companies using terms like “culture fit” and “soft skills” and “intangibles” and these are all really things that many female leaders have been focusing on for a long time.

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