In Spite of Your Imperfections 

Some people don’t reach their full potentials because they are over conscious of their imperfections. You should be conscious of your imperfections and keep working on improving them, but you shouldn’t become so worked up with your imperfections to the extent that you forget your strengths. You should take full advantage of your strengths and use it to downplay your weaknesses.
As a matter of fact, great people are not without their weaknesses, but they ride on their strengths and move on to achieve greatness. 
It is also important to know that God uses more of the imperfect to show His awesomeness. 1 Cor. 1:27 says “But God hath chosen the foolish things of the world to confound the wise; and God hath chosen the weak things of the world to confound the things which are mighty.”
Therefore, in spite of your weaknesses or Imperfections, God can still use you.  You can still achieve GREATNESS. You can still reach your potentials. Use your strengths more and worry less about your short comings. 
Richard Branson suffered from dyslexia as a child. Moses in the Bible was a stammerer. Don’t let your weaknesses become an excuse for not achieving greatness. Get going! 
Good morning and Stay blessed. 
Adewumi Oni

08028395824

09095321147

wumioni@yahoo.com

http://www.adewumioni.com

Facebook: https://m.facebook.com/adewumi.oni

Twitter: onadol2010

Guides to Choosing Your Team (5)

Still on Cultural factor, checking organizational culture fit is not just enough, the candidate must fit into the culture of the environment where the venture is located. Sometimes induction and reorientation help in this regards, but this depends on the candidate’s willingness to accept other culture. This is why some people find it difficult connecting with customers in their new environment. They may be averse to the culture and unwilling to learn or adapt. These are extreme and radical people. You therefore need to ensure that the candidate profile fits into both organizational and environmental cultures.

 

Language factor: Closely related to Cultural factor is language factor. Does the candidate speak both the business language and the locality’s language? How well can he converse both internally and externally? Can he easily learn the language? In case of expansion beyond the national frontiers, does he speak other languages that can be an added advantage? These are some of the relevant questions to answer before selecting a candidate.

 

Finally, there is the sixth sense factor, but it is only used by those who by reason of use have their senses exercised to discern the right or wrong candidate. This is called gut feeling or instinct. As a leader, you need to develop your sixth sense, so that even after considering all the other factors, you can apply your sixth sense for final judgment.

 

I wish you all the best as you make up your team.

 

Stay blessed.

 

Good afternoon!

 

Adewumi Oni

08028395824

09095321147

wumioni@yahoo.com

http://www.adewumioni.com

Facebook: https://m.facebook.com/adewumi.oni

Twitter: onadol2010

Guides to Choosing Your Team (4)

Today we will look at two more factors.

Personality Factor: The person behind the person is more important than the person. That sounds confusing isn’t it? It sounds like a repetition but it is beyond that. Knowing the name, skills and experience of a person is quite different from knowing the temperament of the person. He can have a nice look and solid Resume but with a temperament ill-fitted for the role in mind. The real person behind every name is revealed by the temperament.

 

If your venture is a customer facing type, you won’t want to recruit a shy and introverted person as your Front Desk staff. Front Desks are for people with outgoing dispositions, and the introverts are more suited for back office roles. It is therefore important to know the temperament of your candidates before you sign them on. How do they handle stressful situations? How do they handle pressure? Your screening test must be designed such that the personality of the candidate is revealed.

 

Cultural factor: There are two aspects to the Cultural factor, these are Organizational Culture and Environmental Culture. It is important that whoever you are considering as part of your team fits into both your organizational culture and environmental culture. Cultural misfit can cause serious trouble for any venture. The candidate must fit into your organizational culture and also be able to adjust to the culture of the environment in which your venture operates. Some people excel in an environment devoid of too many rules, while some are process and rule oriented. You must ask questions that will reveal the cultural orientation of your candidates.

 

We will pause here today and continue tomorrow.

 

God bless us all.

 

Good morning!

 

Adewumi Oni

08028395824

09095321147

wumioni@yahoo.com

http://www.adewumioni.com

Facebook: https://m.facebook.com/adewumi.oni

Twitter: onadol2010