3 Reasons Why You Should Hire More Potential Leaders than Followers

3 Reasons Why You Should Hire More Potential Leaders than Followers

As the saying goes, “too many cooks in the kitchen can spoil the broth.” We are, of course, referring to the age-old belief that too many leaders on one project can mess up the end product and negatively affect productivity.

But just because there is the potential to run into some trouble with a team of employees who have great leadership skills doesn’t mean that you should swap leaders out for more followers.

To show you what we mean, we’re going to give you three reasons why you should hire more leaders. Take a look below:

  • More potential leaders means more creativity. Leaders take it upon themselves to push the envelope when it comes to new ideas. As a result, you end up getting a great amount of creativity among team members, in turn leading to more diversity and options when it comes to innovation–a great advantage for companies who want to stand out as leaders in their field.
  • More potential leaders means more room for progress. Along with a push in creativity, having employees with the potential to lead gives your company more opportunities to progress. Those who want to succeed and push themselves are always seeking out bigger and better things. Take advantage of this by showing them that your company is the perfect place to do that. 
  • More potential leaders means success on all levels. Even leaders don’t start out on top, so don’t be afraid to hire people who are always looking to move up. The time they spend in each department/position as they make their way up will be a great benefit to you and them as they try to prove their worth through hard work and progress. There is nothing wrong with having people who have the potential to become great leaders “putting in their time” as they work up the chain of command, so take advantage of their perseverance.

No matter where they stand in your company, leaders are great to have. Some employers fear having too many leaders within one department, or even within the entire organization, but in reality, it’s hard to go wrong hiring people whose end goal is to lead people.

Don’t be afraid to hire them simply because you’re afraid they’ll “spoil the broth.” In our post, tomorrow, we’ll show you how to prevent doing just that. In the meantime, what do you think? Should you hire more leaders than followers, or vice versa? Let us know by connecting with us on Facebook or Twitter. We’d love to hear your thoughts!

photo credit: Dell’s Official Flickr Page via photopin cc