-Ginny Hershey-Lambert, Founder of MineMineKids
When New Talent and Your Team Clash
In this episode of Resilience Radio, we explore:
- Why Ginny became a Frame of Mind Coaching™ client
- How to hold onto your key employees
- How to move forward quickly after a big change
- How to get new talent and your team working together harmoniously
- How to turn it off when so much is going on
When You’re the New Talent
Kim: Your new job at the time had a different feel than your previous job at Bergdorf Goodman. It didn’t have as much structure, perhaps. It didn’t have the same kind of elements that you were used to.
Ginny: It was a legacy company. It was a company that had been around for almost 50 years, and I really understood very well who their customers were. It was also a company that was very important within Neiman Marcus group and Nordstrom, so it felt familiar. But yeah, you’re right, the leadership team and the people that were there – it’s located in Irvine, California – lived in a bit of a bubble. They really only saw the vertical direction of the company and not necessarily what was going on around them in the outside world and how things were changing so rapidly.
Kim: So they weren’t paying attention to trends.
Ginny: I don’t think so. I don’t think they were seeing the bigger picture. And so that was a real challenge because I came in as a bit of an outsider, somebody that they respected, but a person who had a very broad look at, particularly, the luxury sector and what was going on. And New York is, well, the world, and had a lot of ideas about how to move the company forward or the brand forward.
I also happen to be a person who is very quick to react and move. I have an idea or a vision and my goal is to take collective information from everybody, but I act on it pretty quickly.
Kim: From my experience with you, you process your inputs in a very unique way, right? You’re processing what’s going on very, very quickly; like nobody I’ve ever seen before. You take that information and you turn it into this massive opportunity that nobody else can see.
Ginny: Yeah. Thank you. It has worked, but I think at the same time, especially with a company that, like I said, has a slower pace, is slower moving, it really rocks the boat. It can be quite jolting.
Kim: So you ruffled a few feathers.
Ginny: Yeah, it can be feather ruffling and intimidating and make people feel a bit insecure.
Integrating New Talent into Your Team
Kim: Our listeners are entrepreneurs who want to bring on the big guns, people like Ginny, who have had tons of experience and can come in and make a huge difference. But that can also be a little bit jarring, right? So how would you suggest to an entrepreneur, it doesn’t matter the size of their business, who wants to bring in a really seasoned professional, who wants many changes; how do you suggest that they work in that type of a situation? Like I’m an entrepreneur, I want bring in someone who’s going to make a massive difference to my business, but they come in and they’re scary because their vision is way bigger than what I can deal with.
Ginny: Well, I think obviously the first thing is just to really try and have a clear as possible understanding of what your real goal is, what you’re trying to ultimately accomplish, and consider whether this person really has the skill set to fit that need. The next thing to do is to try and observe as that person enters into your company. You know your people and your team and in a way you should better than anybody. And one of the things you want to do is observe how the team is reacting and assessing this person who has just entered into the company.
Because no one has a magic wand. The only way the magic works is if you work together and everybody feels a part of it. And so I think that’s one of the things that I realized is that a lot of people don’t necessarily step back for a minute and just allow that time of observation. I know the clock is ticking and it’s costing money, but it’s important. It’s better to do that than go down the road and nothing’s accomplished because it wasn’t the right fit.
Kim: I think what you’re saying is, give the person an opportunity to do what they do and get behind your decision. Come out as a united front.
Ginny: Yeah, and really stay on top of your leaders in your team. Let them talk openly with you about what they think the opportunities or the disadvantages or the possible difficulties are of adding this person to the company.