Here is a truth that transformed my approach and can reshape yours.
As a solopreneur and consultant specializing in the tech and engineering sectors of the Nordics, I’ve seen the inner workings of recruitment from both sides of the table.
I’ve been in the shoes of a team leader, and I’ve guided clients through the labyrinth of building winning teams. And today I am going to share some of the things I learned.
But first, let’s talk football—no, not the one with quarterbacks, but the one with goalkeepers. Imagine fielding a team with 11 keepers. Sounds ludicrous, right?
Yet, this is precisely the scenario I encountered in my early leadership days, and it’s a trap I see many fall into—not on the pitch, but in the office.
In our pursuit of talent, we often gravitate towards clones of ourselves—a phenomenon John Maxwell aptly dubs “The Law of Magnetism.”
We don’t attract what we want; we attract who we are.
My ‘aha’ moment came when my team, filled with brilliant minds just like mine, stumbled. We were a squad of goalkeepers—a safe pair of hands, yes, but sorely lacking in diversity of thought and skill.
Why should you, as a Nordic leader or manager, care?
Because in our fast-paced tech and engineering landscape, the ability to innovate, pivot, and execute with agility is not just desirable; it’s the lifeline of your business.
Diversity in your team isn’t just about ticking a corporate responsibility box; it’s about equipping your squad with the full range of skills needed to win in a competitive market.
Reflecting on my recruitment practices, I recognized that the teams mirroring only my strengths were also reflecting my blind spots. As I began to hire for attitude instead of skill and started to incorporate a mix of DISC profiles—Dominance, Influence, Steadiness, Conscientiousness—into my hiring strategy, the transformation was palpable.
Suddenly, we weren’t just safe; we were strategic, creative, and responsive.
I recall coaching a client, a tech leader based in Stockholm, who prided herself on a cohesive team. Cohesive, yes, but stagnant.
We broadened her recruitment lens, and within months, her team’s output had increased not only in volume but also in innovation. They began breaking into new markets, something they’d previously deemed too risky.
Now, consider your team.
Do you have the visionaries who can spot opportunities on the horizon (Influencers)?
What about the pragmatists who ensure your projects are delivered without a hitch (Conscientious types)?
Are the unifiers fostering collaboration (Steady profiles)?
And can the challengers push your team beyond its comfort zone (Dominant types)?
The takeaway is this: diversity is your strategy for a competitive edge. It’s not just about filling positions but about crafting a team as dynamic and varied as the field you play on.
As leaders in tech and engineering, we can’t afford a lineup of similarity. Innovation thrives on diversity, and diversity is born from a recruitment strategy that values difference as a strength, not a threat.
So, as you set out to draft your dream team, remember the football field. Not for the love of the game, but for the love of winning in the game of innovation.
And remember, the goal isn’t to recruit a team of goalkeepers but a full squad capable of playing every position with excellence. Only then can you truly lead your team to victory in the global tech arena.
Are you ready to shift your recruitment playbook?
To start assembling a team that’s as dynamic as the Nordic tech landscape?
Discover how our Maxwell DISC Leadership and Communication Assessments can revolutionize your approach.
Visit florinlungu.com/leadership-assessment and unlock the full potential of your leadership and your team today.
Because in the end, a team that can play every position is a team that wins, not just matches, but championships.
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