Why Focusing on 'Who' Outperforms Obsessing Over 'What' Every Time
Many organizations get trapped in the idea that success flows from having the best strategy, newest products, or most dazzling services. But history and lived experience teach us something different: the 'who'—the people chosen to execute—is what really moves the needle. When you find yourself putting out fires or grinding through endless improvements to processes, take a step back. Often, it's the people running those processes or holding key positions who make the real difference, not just the plan itself.
There are countless stories of businesses paralyzed by mediocrity until a single new hire unlocks growth no amount of tactical tinkering could. This isn't just luck—behavioral science backs it up: teams with higher trust, motivation, and the right fit consistently outperform those relying on strategy alone. Whether it's the CEO who can't take a vacation because his hires keep creating crises, or a manager whose best employee elevates everyone around her, the pattern is clear.
You might be surprised to realize just how much time and energy is lost on the wrong 'who'—from constant interruptions to having to do someone else's work to the stress of toxic attitudes spreading. Focusing first on getting the right people, then aligning strategy, changes not only results but personal well-being. In psychological terms, this is an example of the “leverage point” effect: high-impact change often results from prioritizing the foundational input, not repeatedly tweaking outputs. The most effective leaders keep a people-first lens, knowing it's the surest way to lasting, compounding results.
Ready to transform the way you lead? Start by making a list of your team’s most critical roles, then candidly assess whether the right people are in those seats—or if you’re settling for less. Don’t just focus on plans or flashy ideas; invest real thought into who occupies your key positions and how they shape your outcomes. Challenge your own assumptions about what makes someone a good fit, and dare to notice where the true bottlenecks are. Shifting your daily attention from 'what's' to 'who's' isn't about adding work, it's about subtracting unnecessary struggle and creating space for true progress. Try it this week, and see what becomes immediately clearer.
What You'll Achieve
Develop a mindset that puts people at the core of decision-making, leading to fewer crises, greater satisfaction, and visible improvement in team outcomes.
Shift Your Focus to People, Not Just Plans
List key roles on your team.
Write down the most critical positions that determine your organization’s success, not just titles but the concrete impact they have.
Evaluate who fills those roles.
Consider whether your current team members are truly excelling or merely adequate, and reflect on recent wins or persistent problems traced to specific people.
Identify your top hiring challenges.
Are you prioritizing technical expertise over problem-solvers or culture-fit? Jot down what you most often look for—and what you ignore.
Reflection Questions
- When have you seen hiring or team choices become the main determinant of success or failure?
- What patterns show up in the people you hire or promote most often?
- Are there overlooked team members whose impact is greater than their job title?
- What small shift could you make to reward people-first thinking in your organization?
Personalization Tips
- A restaurant owner stops spending all her time tweaking menus and instead focuses on hiring a head chef whose standards and teamwork match her vision.
- A teacher chooses to invest time mentoring a new colleague whose enthusiasm transforms their department, rather than simply following precedent or old routines.
Who: The A Method for Hiring
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