It’s always easier to develop superstars from within your team than it is to try and import superstars from other organizations. This is the conclusion of a book that I read last year, Chasing Stars by Boris Groysberg. But it’s also in line what with I’ve found to be true. What makes someone a superstar has a lot to do with the unique context in which they work. It’s tough to import that into your organization. But more than that, for non-profits, it’s tough to “buy” a superstar. However there are a few things you can do to develop your team.
1. Hire potential. Some people don’t have all the stuff on their resume that you might expect, but they’ve got that special something. Don’t over look potential while searching for people qualified with degrees.
2. Build around strengths. If you have a team that is build around job descriptions, you’ll have a hard time developing superstars. However, if you are allowing great workers to tailor their jobs around their strengths, you will see people blossom.
3. Promote from with in. Sometimes we’re dazzled by what’s new, so we go with the person who we just met, but if you want to have an organization filled with top-tier people you’ll need to look to move your best people up.
What are other ways to develop superstars within your group?
David Curry
