Deryl McKissack, the founder and CEO of McKissack & McKissack, a construction firm based in Washington D.C., has experienced firsthand the importance of hiring the right talent for her company. After facing struggles in the early years of her business, McKissack has learned to identify toxic traits that can hinder productivity and success. With an annual revenue of $25 million, McKissack emphasizes the significance of integrity, like-mindedness, and company values in the hiring process.
One key red flag for McKissack when evaluating potential employees is a lack of integrity. She believes that trust is essential in any working relationship, and individuals who fail to attribute credit where it is due can be detrimental to a team’s dynamic. Likewise, Harvard leadership advisor Heidi K. Gardner highlights the unethical nature of taking credit for others’ work, as it signifies a lack of respect for colleagues and a selfish mindset that can hinder collaboration.
In addition to integrity, McKissack stresses the importance of hiring individuals who are pleasant to be around. A friendly and approachable personality can sometimes outweigh technical skills and qualifications in terms of career advancement, according to entrepreneur Steve Adcock. Being likeable not only helps foster positive working relationships but also positively impacts client interactions, as McKissack notes that if she doesn’t enjoy someone’s company, clients likely won’t either.
Furthermore, McKissack incorporates a three-word mantra into her company culture: humble, hungry, smart. Inspired by Patrick Lencioni’s book, “The Ideal Team Player,” this mantra has shaped the values and work ethic of McKissack & McKissack employees. By prioritizing qualities such as humility, ambition, and emotional intelligence, McKissack has cultivated a workforce that is united in a common mission and focused on collective success rather than individual achievement.
Through her experiences in hiring and team building, McKissack has seen the impact of toxic traits on company culture and productivity. By identifying and avoiding individuals who lack integrity, are difficult to work with, or do not align with the company’s values, she has been able to create a cohesive and successful team. Ultimately, McKissack’s emphasis on hiring individuals who embody integrity, likeability, and company values has been integral to the growth and success of McKissack & McKissack.
Achieving financial wellness and professional success requires more than just technical skills; it also involves building strong relationships, embodying company values, and fostering a positive work environment. By prioritizing integrity, likeability, and adherence to shared values, individuals and organizations can create a culture of collaboration, trust, and mutual respect that leads to long-term success and growth.
