Developing People – A Tale of Two Stars (Part 1)

There would be no success in business without the people who drive the success.    The single most important resource in managing a business is people.  Developing this most valuable resource should always be a priority.  

When recruiting new team members, my first question is not how good they have been, or how good they are now.   Instead, I ask myself how I can develop them and give them every opportunity to be successful.  If they are successful, we have a chance for success, not a guarantee, but a chance.   If not, we won’t even have a chance.   In recruitment, there is seldom a “perfect” candidate. 

Instead, we search for people whom we can guide, train, inspire, mold, motivate and nurture.  

When I was 15 years old, I got my first summer job at a local gasoline (petrol) station.   I had no experience, just a kid wanting to earn $1.25 an hour to support my education.   At the end of the summer when it was time to go back to school, I asked the owner why he hired me.  The answer was a surprise.  He said he hired me because I had no experience which in his words translates to no bad habits.  He could therefore train me accordingly.   I was only 15 at the time but that answer guided me throughout my career and beyond.

There is a good story to share regarding two young staff on our team at Ocean Park. Both had just graduated from university and were looking for employment.    I met Janice at Chinese University in Hong Kong where I was regularly invited to help interview prospective students for entrance into their 4-year hospitality program.  She helped to pass out documentation and guide candidates into the room.  Always humble, polite and courteous, she performed professionally, effectively and with a pleasant smile.   At the end of the morning, I was surprised that she had been looking for a job for some time but was not able to secure a position.   Highly educated, well mannered, and professional in action, there seemed to be no reason for this.   She was a good candidate for our marketing team.  I immediately asked her to meet with me to discuss opportunities.   The smile and excitement that beamed on her face was her answer.

Rainy was a young intern who joined the marketing department for a three-month internship program.  I watched and followed her progress closely over those three months and there was not one day that she did not impress me.   With an extremely positive attitude delivering positive results in every task, every day, she was a total team player from the start.   She was willing and capable to take on any task, always with a “I can do it” spirit.   I did not want to lose her at the end of the three-month program.

I was eager to have them both join the team.  They were like me in my beginning, without experience but also, no bad habits and eager to learn.  I had tremendous confidence in developing and guiding them in the start of their career.   It was a journey that they, together with me, looked forward to experiencing. 

More to follow in the next article.