打造你的管理團隊(二)

section as used backyard grills and heavy farm machinery.)
If you have the funds available, executive search firms are a good way to go. Although they charge through the nose to find candidates, they do due diligence and present you with pre-screened candidates, so when you're running around handling the emergency of the day, they can be a huge time-saver. They also monitor the pool of executive talent and can likely reach candidates you couldn't approach on your own. Search firms may specialize by industry, function, geography and level of job, so if you decide to hire one, make sure you know what you're getting.
尋找您的團隊成員    不幸的是，好的管理人員不會自己出現（你不會想聘用那些平庸的人）。由于他們的決定可以讓您的企業成功或失敗，你想要最好的。報紙，分類廣告和互聯網電子公告板不是最好的選擇。大眾市場的廣告會吸引沒有其它選擇工作的人們。（一個在后院使用重型農業機械的熟練的前線工作人員很少將自己的資料登記于這些大眾報紙內）如果您有可用資金，獵頭公司是一個很好的選擇。他們負責尋找候選人，他們做調查，預先篩選候選人，所以當你緊急需要一個人才的時候，它可以幫你節省許多時間。他們還跟蹤調查大量的候選人才，可以很快找到合適的候選人有時候你都不能自己找到的時候。獵頭公司可能專門按行業，職能，地域和工作水平來區分人才，因此，如果您決定聘請一個人才，請了解你需要哪種人才。
Networking is a time-honored way to find new hires. Let your professional and personal networks know what kind of person you're looking for. Then get one-on-one introductions, and take the candidate to lunch to test the chemistry.
網絡是一個由來已久找到新員工的方式。告訴你的專業和私人網頁你想要尋找一個什么樣的人。然后進行一對一的介紹，并選取候選人進行正式的測試。
When networking, avoid specific "networking forums." Go straight for what you want. If you want a law firm CMO, spend a weekend at the Legal Sales and Service Organization's Raindance conference, which attracts senior marketing folk from law firms. Network, network, network--but make sure it's targeted.
用網絡征才，應避免具體的“網絡論壇。”直接尋找你想要的。如果你想有一個律師事務所的首席營銷官，花一個周末在合法銷售和服務組織會議，這會吸引來自民間律師事務所的高級市場銷售。網絡，網絡，網絡，但你要確定自己的目標。
Once you've got a potential candidate, how will you know for sure they can do the job? Executives have great impact--on employees, on systems, on profits--so it's worth your time to check them out thoroughly. Call each of their references, and listen between the lines (with lawsuits today, recommendations always glow). A CFO may have embezzled from his last company, but the employer still says "They did a good job" (I swear--this is a true story). This grade inflation means you need to listen for less-than-glowing opinions. "Fred showed up and sat at his desk like a real trooper" is a sure sign that Fred enjoys taking every Wednesday off to go golfing with the boys.
 一旦你已經有了一個潛在的候選人，您將如何確切知道他可以做好工作呢？執行有很大的影響不論對員工，對系統，還是對于對利潤 ，它值得你花時間將它徹底檢查。詢問他們的推薦信，并聽取不同的建議（包括訴訟，推薦信會顯得重要）。一個首席財務官可能從他上一個公司盜用供款，但雇主仍說：“他們做得狠好”（我發誓，這是一個真實的故事）。通貨膨脹意味著你需要傾聽更多的意見。 “弗雷德坐在辦公桌前表現像一個真正的騎兵”這是他樂于每個星期三休息去陪孩子們打高爾夫球前的明顯跡象。
Interviewing Tips When it comes time to sit down with your potential C-suite candidate, there are a few things to know that will make your job a little easier:
面試技巧當你和一個非常有潛力的候選人面談的時候，有幾點建議可以使你的工作更輕松。
Make sure your candidate really knows the job. If your CMO-to-be doesn't know the difference between marketing and sales or your CFO can't tell you the difference between LIFO and FIFO, pass 'em by.
•確保你的候選人了解他的工作，如果一個首席營銷官不能區分市場和銷售，或者首席財務官不能區分LIFO和FIFP，請取消他們。
Interview for chemistry. Do you trust this candidate? Do you want to spend time with them? Believe me when I say, you don't want an abrasive team member, no matter how talented they may be. One COO I know, scared to make the hard decision, reorganized his entire company around a highly talented, incredibly obnoxious executive that everyone despised. The exec's talent got to shine--but everyone within 100 yards quietly subdued theirs.
•面試的化學反應。你是否信任這個候選人？你想花時間在他們身上？相信我，當我說，我不想要一個未成器團隊成員，不管他們多么有才華。一位首席運營官，我知道，害怕作出困難的決定，改組人員使整個公司人才濟濟，這樣的舉動讓每個人鄙視。這樣的執行天才很閃耀，但每個人在離他100碼內會靜靜的被他制服。
Talk to people from your candidate's former company. Are the candidate's claims of divine brilliance reflected in what their former peers and subordinates have to say about them? Find out if they got the work done and also how they contributed to the company's culture. In a small business, cultural issues can be every bit as important as getting things done.
•咨詢候選人的前公司。從他前公司的同僚和下屬去了解候選人是否如他所述的那樣聰智？看看他們做了的工作，如何貢獻于企業文化。在小型企業中，每個文化問題如同事情的解決一樣重要。
Always hire really smart people. Here's a good guideline to follow: Every new hire should increase your company's average IQ. That means they should all be smarter than you. Get used to it.
•總能雇用到聰明的人。這里有一個很好的遵守的準則：每個新員工要增加您的公司的平均智商。這意味著他們都應該比你聰明。準守這個原則。
Look for evidence of learning ability. Will your candidate repeat mistakes they've made in the past? Or will they learn from those errors and adapt that knowledge to your company?
•尋找學習能力的證據。你的候選人是否重復他以前曾經犯過的錯誤？或者他從錯誤中學到些什么并融入你的公司
Use "behavior description interviewing" techniques. Don't ask about principles, knowledge or "what if" stories. Instead, ask your potential executive team member to share specific past events. Their stories will reveal their values, skills and abilities. For example, you might ask a CFO to describe a budget they set up and how they handled it when a manager exceeded their budget and asked for more.One word of caution: Be wary of hiring friends or family members. They'll expect you to trust them and just assume they have a high skill level. What's worse, you may trust them and assume they have a high skill level without any evidence to the contrary until after you've hired them. And unless you take care to be very clear about the boundaries between friendship and work, you may find your friendship in ruins over workplace disagreements.
•使用“行為描述面試”技術。不要問原則，知識或“假設”的故事。相反，要求你的潛在的管理團隊成員共享的一些過去的事件。從他們的故事就會發現他們的價值觀，技能和能力。例如，你可以問一個首席財務官如何處理當你一個經理超過了你原先已經設定好的預算。
忠告：要雇用朋友或家庭成員持謹慎態度。他們會希望你能信任他們，并確定他們具有較高的技術水平。更糟的是，直到你雇用他們，他們不能夠使你那么信任和有更高的技術水平。除非你能清晰地分清友誼和工作的界線，否則你可能會發現你們的友誼會在不斷的分歧中流失。
Making The Deal Once you've found the executive you'd like to hire, you have to entice them to join your team. There are no standard rules for the best deal to offer them. Hourly workers may be thrilled to get cash, but executives aren't so easily satisfied. They often want stock options, exorbitant pay and an annual--or even quarterly--bonus. Since their job is to make the entire company succeed, use stock options and a bonus plan to link their income to the company's overall performance. Stock options should be aligned with long-term performance, while bonuses and profit sharing should be based on the past year's results.
Of course, not all executives crave stock. Ideally, you'd love someone capable who's happy with a challenging job and modest salary. And they're out there! Some well-qualified people care much more about family time, a fun culture, a challenging job, or being part of a world-changing effort. The more you understand each person's drivers, the more you can craft deals that satisfy them in ways that transcend mere dollars.
But no matter what you decide to offer, keep it simple. If your bonus formula requires a PhD in higher math to understand, it won't motivate anyone.
當然，并非所有高管渴望分配股票。理想情況下，你會喜歡一個有能力并喜歡有挑戰性的工作的人，但薪金要求微薄。他們不可能在那里！一些富有經驗的人更在乎和家人在一起的時間，一個有趣的文化，一個具有挑戰性的工作，和為改變世界的某一部分而努力。你越是了解每一個人，越能滿足他們而超越給與金錢的方式。但無論你如何決定怎樣提供，保持簡單。如果您的獎金計算公式，需要一個數學博士才能理解，它不會激發任何人。
Delegating to Your New Executives Once the new members of your team are on board, it's time for the truly hard part: trusting them. Your gut will fight you every step of the way. You'll assume your instructions are clear and misunderstandings are their fault. You'll assume when you disagree that you're right and they're wrong. But you'll sometimes be wrong. The key to successful executive relationships is changing what your gut tells you.
Remember how you interviewed for trust? That's important because once you hire an executive team, you must let them take their responsibilities and run with them. That means agreeing with them about what their roles are, what deliverables they're responsible for and on what timeframe.
委派新總裁    你的新成員剛開始加入的時候，這段時間是最困難的時候：信任他們。你的直覺會打擊你的每一步。你會認為自己的指示是清晰的他們是錯誤的。你會以為你在不同意他們的觀點時，你是對的，他們是錯的。但是，有時你是錯的。成功關鍵是改變你的直覺。    It's also worth deciding in advance how you'll handle disagreements. You hired this person assuming their judgment was better than yours. So when you disagree, if you did your job right, chances are that they're right and you're wrong. Discuss early on about how you'll make the call, so you get the most benefit from constructive conflict. Just remember: If you agree on everything, one of you is redundant.
還記得面試的時候你是怎么信任他們的？這一點很重要，因為一旦你聘請了一個管理團隊，你必須讓他們履行自己的責任和執行責任。這意味著你要承認他們的職位，他們要在什么時間負起責任。你也必須事先知道如何處理分歧。假設你雇用一個人，他的判斷會好過你。因此，當你不同意的時候，你仍然行使了你工作的權利，有機會會證明他們是對的，你是錯的。事先討論使你在建設性沖突的時候做更為有利的決定。只要記住：如果你們對一切都達成協議，只能說明你們其中必有一人是多余的。
Entrepreneurship is about going for the things that are much bigger than what you could do alone. Your job isn't to reach the goal; it's to build a team that will reach the goal. If you really want to reach your goals, you'll need to bring on others to help, and creating a good executive team means knowing what you need them to do, finding good candidates, and giving them what they need to do their jobs. If you choose well, they'll be successful and make you successful as well.
創業有關的事情比你一個人能夠獨自處理的事情要多得多。你的工作不能達到目標，建立一個團隊去達到的目標。如果你真的想達到自己的目標，你需要別人的幫助，創造一個良好的管理團隊意味著知道你需要他們做什么，找到好的候選人，給他們提供完成工作的必備條件。如果你選擇正確，他們就會獲得成功，并且讓你也成功。

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