WHO You Are is Greater than WHAT You Do: Tips for the Job Seeker

Justin Almas has always been a natural leader, from his childhood roles to his time as an adventure director after college and later in ministry.

After years of ministry, he took time in 2023 to reflect on his next steps, ultimately deciding to transition his skills into executive coaching. Now, Justin leverages his experience to help others navigate their leadership journeys and build strong, cohesive teams.

Check out this week's edition of Landed Not Handed and Justin's advice for job seekers.

What is one quality you look for in a new team member to ensure they align with the culture and fit with the team?

When I think about this question, the first thing that comes to mind is teachability. Some might call it coachability, but I see it as a certain maturity. Even for those who are early in their careers or younger, you can still see maturity in how they show up, ask questions, get curious, and avoid assuming they have all the answers. I’m looking for someone who is eager to learn, who accepts feedback well, and who is humble and willing to clarify when they don’t understand something.

While there’s certainly an aptitude needed for a role, more than anything, I want the right person for the team. I’ve heard it said that there are no perfect roles, but there are perfect people for a team. Flexibility is key, and team cohesion, trust, and psychological safety are essential for both performance and enjoying work. That’s something I wouldn’t compromise on. At the end of the day, I want someone who is teachable, humble, curious, and eager to grow.

How do you receive feedback well?

The first thing that comes to mind is to assume the feedback is valid. It requires some maturity to set aside your initial emotions and trust that the person giving you feedback has your best intentions at heart. Even if something inside you wants to tighten up or get defensive, try to believe that the feedback is worth listening to, even if the delivery isn’t perfect.

Where we often go wrong is that we get defensive or assume the worst about the person giving the feedback, and that causes us to miss the chance for growth. Even if the feedback isn't delivered in the ideal way, you have the opportunity to set your emotions aside, listen, and understand. Afterward, you can address how it was delivered.

What is a big challenge you’ve faced and how have you overcome it?

Conflict, especially when trust breaks down. Google’s Aristotle study found psychological safety to be key for high-performing teams, and trust plays a huge role in that. When conflict arises, it can erode trust, but if handled well, it can rebuild it.

Trust breakdowns usually happen over time due to poor communication and unspoken expectations, leading to resentment. In my experience, too much support without enough challenge contributed to this issue. Overcoming it takes hard conversations, but as leaders, it’s crucial to build trust. It’s something I focus on, always assuming the best of others and striving to contribute to team harmony and trust.

What’s one piece of advice you would share with job seekers?

Focus on who you are, not just what you do. Let your personal strengths shape your preparation and how you show up in the interview. Ask questions with curiosity, aiming to be interested before being interesting.

Also, don’t be afraid to own what you’re good at and admit what you’re not. It’s important to be confident about what you bring to the team, while acknowledging areas where others can complement your skills. This level of self-awareness and maturity will help you stand out.

Thanks so much for sharing, Justin.

Want to learn more about Justin? Check out his LinkedIn here.