An executive once told me his top trick for hiring great people, and it wasn’t a difficult brain teaser or a credential on a resume.
“Listen for how much the candidate talks about themselves versus the team. Was it their personal accomplishment, or do they credit a larger group of people?
Keep a small scorecard in the back of your head and count the number of times they use I or ME vs. OUR or WE. When organizations truly thrive, they are built around we-based individuals.”
It’s well-known that teams at Google are given less resources than requested. If a manager says they need 10 Engineers to get the job done, they’re purposely given half that number.
Forget interviewing, consider the implications this has on the way we speak to each other and lead our teams.
While it’s easier to use me-first language because it feels more direct and natural, taking the extra time to review your emails and communication will elevate your influence. This quality doesn’t stop at the office – it even works with the five-year old who’s never ready for bedtime.
Embracing the “we” in our lives makes us better teammates, partners and leaders.
So… what do we think?