Houston expert: Why employing 'personality hires' is good for your business

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Talking about "personality hires"" is trending — but are they right for your company? Photo via Getty Images

The concept of a “personality hire,” those who are hired more for their soft skills rather than their technical skills, has gained traction, sparking discussions and even memes on platforms like TikTok.

However, these online narratives often cast personality hires in a negative light, overlooking the unique value they can bring to an organization. In reality, personality hires can be instrumental in strengthening corporate culture. They often possess a unique blend of soft and hard skills, contributing to the company's success by boosting morale and fostering team unity.

Business leaders' big question is whether personality hires are worth adding to their organization given that their strongest contributions are creating a positive work environment. Yet, those working with a purported “personality hire” know they contribute more than good energy. Building a team of employees with differing strengths, expertise and personalities strengthens the overall success of an organization.

Personality hires can manage relationships and create team unity, and the following ways are how they can benefit the business and improve corporate culture.

Bring People Together

Personality hires possess a unique set of skills that are often undervalued. They excel at building and maintaining relationships, a crucial aspect of business. Their ability to connect with others, foster trust and understand different working styles is a valuable asset that can take years for others to develop.

One of the key roles of a personality hire is in conflict resolution. Their understanding of communication and working styles allows them to navigate disputes and find common ground in tense situations. This ability to bring balance and harmony can have a positive impact on the overall work environment and contribute to employee retention.

Bridge the Gap

A successful organization strives to establish a solid workplace culture, but it takes continuous work. Personality hires put culture into action and encourage others to follow suit. They do this by embracing their strong communication skills, boosting team morale and supporting their peers.

Personality hires naturally bring unity to the organization. Their skills help bridge the gap between the work and a positive employee experience. When employees are engaged throughout the workday, productivity levels can increase.

Provide Balance

Not everyone is on the same page regarding personality hires and their impact on an organization. Some may view them as a breath of fresh air, and others do not feel they add substantial value. To ensure a personality hire brings value beyond just team cheerleader, work to develop their skills and competencies early. This allows them to contribute to the team quickly and fully demonstrate their value, which builds trust within the team.

The success of a team is dependent on hiring the right culture fit, which includes personality and competency. It is possible to have both, but it is important to remember many hard skills can be taught, whereas soft skills are harder to teach. You want to look for people who will fit culturally within the organization and possess the skills needed to do well within the role.

There are warnings when making personality hires. Hiring people based on who you “like” or who exhibits “charm” can lead to biased hiring. Your hiring practices should not be based on personal likes or dislikes. If an organization adopts this hiring practice, it runs the risk of creating a homogenous workforce. Additionally, there are risks associated with personality assessments because they can be deemed a discriminatory practice.

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Julia Lyons-Ryle is a performance specialist with Insperity, a Houston-based provider of human resources and business performance solutions.

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Not everyone's brains work in the same way. Rather than ignoring that, here are an expert's tips for tapping into your workforce's cognitive diversity to the benefit of your business. Photo via Getty Images

Houston expert: How to embrace cognitive diversity in the workplace

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Everyone thinks and processes information in their own unique way. Cognitive diversity refers to these differing styles, perspectives, and problem-solving approaches among individuals in a group. Cognitive diversity, in today’s evolving workplace, is recognized as a valuable asset. Teams that are cognitively diverse can enhance their innovation, creativity and overall performance. The challenge comes with group dynamics when there may be communication barriers, conflicts and biases.

Effective strategies to consider for managing cognitive diversity in the workplace are as follows.

Communicate and take action

Business leaders who recognize and embrace the value of diverse perspectives and cognitive styles are better able to manage any challenges that may arise within the organization. Leaders and managers should communicate the importance of cognitive diversity to their team and encourage employees to share their unique viewpoints and approaches. This also means managers should be aware of their own biases and avoid making assumptions about people in order to create a more inclusive environment.

When a company uses hiring practices that embrace cognitive diversity, brings forth varying perspectives and ways of problem solving. Identifying those who may think differently than others or who may challenge the status quo is many times identifying those who will become the company’s best innovators. Embracing a diverse group of thinkers will help foster a culture of inclusivity, open-mindedness, and innovation.

Encourage collaboration

Collaboration is key to the success of any team. When working together, different cognitive styles can complement each other’s strengths and compensate for any weaknesses. Studies show cognitive diversity within groups can accelerate learning and performance when faced with challenges. In order to get through some of businesses’ most complex situations, there needs to be different perspectives and viewpoints.

For the most innovative thoughts to be heard, people must have the space to raise their hand and speak up, but also, people must actively listen to what the person has to say. Managers should work to create opportunities for collaboration, whether it is building cross-functional teams or other group projects and encourage employees to openly communicate and give feedback to improve the outcome.

Provide training and development

Training and development opportunities focused on cognitive diversity can help employees understand their own communication styles and the communication styles of others. By educating and applying, taking action steps after training will help reduce biases and misunderstandings. Additionally, these trainings can increase empathy, which does not come natural for some, and respect among team members.

Businesses should also evaluate their current company training programs to make certain they are inclusive of different learning styles, such as using infographics for visual learners or having hands-on demonstrations. Another consideration is to incorporate self-paced learning into training and development plans. No matter the type of training, solicit feedback, and take it under consideration to continuously improve how teams can develop their skills. Feedback that is thoughtfully considered and implemented leads to more engaged employees overall.

Manage conflicts

Conflicts are inevitable; however, organizations should set clear expectations and policies for performance and behavior. Unfortunately, conflict can be exacerbated in a diverse environment. Managers should be primed with knowledge on how to resolve conflicts and help facilitate constructive conversations among both parties. Also, managers should know when to reach out for help from their supervisor or human resources.

For business leaders to successfully manage cognitive diversity in the workplace, they must intentionally work to develop a culture that embraces the differences in others. Savvy business leaders will enlist the help of their HR team or outside council, such as a professional employer organization, to ensure their strategies and policies for managing a cognitively diverse workplace are inclusive.

Most importantly, when the company culture embodies a diverse, equitable, and inclusive workplace, the employees tend to have the same values, especially when the expectations are clearly set. As a result, the business will become a more innovative and engaging environment where employees know how to leverage their own strengths and the strengths of others, no matter their cognitive style.

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Fernanda Anzek is managing director of HR services with Insperity, a Houston-based provider of human resources and business performance solutions.
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Texas A&M pilots $59M program for autonomous helicopters to fight wildfires

Autonomous firefighting

Texas A&M University's George H.W. Bush Combat Development Complex will receive $59.8 million to develop a way for autonomous helicopters to fight to wildfires in the state.

The funds appropriated from the Texas legislature will go toward acquiring up to four UH-60 Blackhawk helicopters and developing their autonomous configuration, as well as to facilities, tools and equipment for research, testing and integration of firefighting capabilities over the next two years, according to a release from Texas A&M.

The BCDC was also selected to work with the Defense Advanced Research Projects Agency (DARPA) on its Aircrew Labor In-cockpit Automation System (ALIAS), which works to reduce risks for pilots and aircraft in high-risk missions.

"Working together with Texas, we have an opportunity to use autonomous helicopters to completely change the conversation around wildfires from containing them to extinguishing them,” Stuart Young, DARPA program manager for ALIAS, said in a release from DARPA.

The BCDC program will incorporate DARPA's automation toolkit, known as MATRIX, which has already demonstrated fully autonomous flight capabilities on approximately 20 aircraft platforms. MATRIX, which was developed by California-based Sikorsky Aircraft, was previously tested in proof-of-concept demonstrations of autonomous fire suppression in California and Connecticut earlier this year, according to DARPA.

“I am proud we are working with DARPA in a manner that will benefit Texas, the Department of Defense, and commercial industry,” retired Maj. Gen. Tim Green, director of the BCDC, said in the release. “Wildland firefighting will be the first mission application fully developed to take advantage of over a decade of work by DARPA on its Aircrew Labor In-cockpit Automation System (ALIAS).”

The BDC will test fully automated and semi-automated ALIAS-equipped aircraft on highly complex firefighting tasks. The complex will also work with Texas A&M University–Corpus Christi’s Autonomy Research Institute, the Texas Division of Emergency Management, the Texas A&M Engineering Extension Service, the Texas A&M Forest Service and the Texas A&M Engineering Experiment Station on the project.

John Diem, director of the innovation proving grounds at BCDC, will serve as principal investigator for the project.

“Advancing system capabilities through the last stages of technology maturation, operational testing, and concept development is always hugely exciting and rewarding,” Diem added in the release. “The best part of my career has been seeing systems I tested move into the hands of warfighters. Now, I’m proud to help ensure ALIAS is safe and effective in protecting life and property – and we will do that through realistic and challenging testing.”

Baylor, Rice win $500,000 to launch humanities-driven health AI center

ethical AI

Baylor College of Medicine and Rice University have been awarded a $500,000 grant from the National Endowment for the Humanities (NEH) to create the Center for Humanities-based Health AI Innovation (CHHAIN).

The new center and three-year initiative aims to create ethically responsible and trustworthy AI for health care that uses history and patient narratives to shape the technology, according to a release. It represents a collaboration between the Center for Medical Ethics and Health Policy at Baylor and the Medical Humanities Research Institute at Rice. Ultimately, the researchers aim to establish a national model for integrating the humanities into the design and implementation of health AI.

Vasiliki Rahimzadeh, assistant professor at Baylor in the Center for Medical Ethics and Health Policy, and Kirsten Ostherr, director of the Medical Humanities Research Institute at Rice, will serve as co-directors of the new center, which will be housed within the Center for Medical Ethics.

The team will also engage in strategic collaborations with Kirstin Matthews, Rice’s Baker Institute for Public Policy and its fellow in science and technology policy, as well as Dr. Quianta Moore, executive director of the Meadows Mental Health Policy Institute. An interdisciplinary team of medical humanities and bioethics scholars from Baylor, Rice, and partners in the Houston area will complete the group.

“CHHAIN represents a bold new model for integrating the humanities into health innovation,” Ostherr said in a news release. “It will create a collaborative space where humanities scholars, patients, developers and clinicians can come together to explore the human dimensions of health AI—trust, narrative and lived experience. These are essential perspectives that are too often missing from technology development, and CHHAIN is designed to change that."

CHHAIN’s work will revolve around three key points:

  • Defining trustworthy AI through patient voices
  • Translating humanities insights into clinical AI settings
  • Public engagement and policy translation

“For AI to truly improve health outcomes, it must be designed with patient trust and wellbeing at its core,” Rahimzadeh said in the news release. “CHHAIN will provide a dedicated space to explore critical bioethics questions, such as how we ensure AI respects patient autonomy, addresses the needs of underserved communities and integrates meaningfully into clinical care. Our goal is to translate these insights into real-world health settings where AI is already shaping patient experiences."

CHHAIN's research mission was also developed thanks to pilot funding from the Margaret M. and Albert B. Alkek Department of Medicine at Baylor and a grant from Rice's Provost's TMC Collaborator Fund.

Texas A&M, the University of North Texas and the University of Texas at El Paso were also home to some of the 97 projects that received a portion of the $34.79 million in fundning from the NEH. See the full list here.

Houston booms as No. 2 U.S. market for retail construction in 2025

Construction Zone

Get ready for a gigantic cartload of new shopping opportunities in Houston. A new report indicates the equivalent of 21 Walmart supercenters is under construction in the region.

The report, published by commercial real estate services provider Lee & Associates, says Houston has nearly 3.9 million square feet of retail space under construction, making it the second most active market for new retail space in the U.S.

To put that in perspective, given the average Walmart supercenter measures 182,000 square feet, the 3.9 million-square-foot total would work out to 21 new supercenters being built in the region.

Dallas-Fort Worth is by far the most active U.S. market for new retail space; DFW leads more than 60 U.S. retail markets with nearly 7.15 million square feet of space under construction. The amount of retail space going up in DFW represents 15 percent of all retail space under construction in the more than 60 U.S. markets tracked by Lee & Associates.

Houston and Austin aren’t too far behind Dallas-Fort Worth, though.

Third-ranked Austin area has more than 3.4 million square feet of retail space being built.

What’s behind the surge in retail construction across Texas? Population growth.

Data recently released by the U.S. Census Bureau shows Houston was the second-fastest-growing metro from 2023 to 2024. DFW was the country’s third-fastest-growing metro from 2023 to 2024, based on the number of new residents, and Austin landed at No. 13.

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This article originally appeared on CultureMap.com.

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