“To always deliver more than we promise and to serve as our clients partner in their quest for excellence.”
Your attitude, not your aptitude, will determine your altitude.
“Where there is no imagination there is no horror.”
--Sir Arthur Conan Doyle
“Beer is proof that God loves us and wants us to be happy.”
If you aim at nothing, you will hit it every time.
HIRING YOUR NEXT WINGMAN (OR LADY)
By Bill Blades
Here’s some things to do (and not to do).
Gallup found that only one in 10 people possess the talent to manage. Further, my 30-years of consulting shows that less than 5% of all Salespeople fall into the greatness category.
Is that good or bad? Yes. It’s good if you are great at educating and mentoring your group to be more effective. And, it’s bad if you keep hiring mediocre people who think they are fine just like they are, and you let them be that way. Why do I keep hearing something is out of whack with our hiring? What is a whack?
Instead of being out of whack, I’ll provide some ideas to give you greater chances of success with your hiring practices.
► Don’t Always Look For Industry Experience
► Don’t Hire Them Just Because You Like Them
► Get Assistance With Your Interviewing
► We Will All Still Make Hiring Mistakes
► You Can Give Them “Secret” Tests
► Don’t Believe Resumes As They Are Paid Advertisements
► Be More Creative With Calls To Check References
► Study All Written Communication
► Update Position Descriptions And Measurement Devices
► Watch Your Talk/Listen Ratio
► Personality Profiles Can Help You In Several Ways
► Hire Part-Time Interns
► Humor Is Not Used Enough In Interviews
This is the “bullet point” version of my “Hiring Your Wingman...” article.
You can read the full version with specific examples you can use when you click on the articles tab at our website:
“The most valuable of all talents is that of never using two words when one will do.”
--- Thomas Jefferson
Top Gun Strategy Tip
By Scott Romeo THE STRATEGY EXPERT®
Achieve your Vision
Too many vision statements are aspirational. A vision is something that should be specific, measurable and your team should be able to recognize the day you come into the office and can state, “Today, we are achieving our vision.” In other words, it should be meaningful and obtainable.
Most vision statements are too generic. “being the best”, “being number one”, etc. It should be clarified with concrete strategic definitions and objectives.
For example, what does it mean to be “the most trusted”? Who says so? How do you know when you achieve it?
By working with strategic planning for a long time I recognize that the vision statement is a major component of the growth of an organization.
The mission is what you do today, and the vision is what you want to achieve at the end of the next strategic planning cycle.
Vision statements must be attainable, or organizations will never grow.
CLICK HERE or go to our website in the Articles section to read the full article.
Just One Word Needed...
But He Used 136!
By Ed Phillips
We use too many words communicating even the simplest answers or thoughts.
A longtime local politician was asked if he would support a specific person for a leadership position. It only required a one-word answer. Yes or no.
In his first try at the answer he used 136 words but gave no answer. He was asked again. This answer was 41 words.
The increasingly exasperated interviewer asked a third time. This time: 33 words with no answer. So, after a total of 210 words the questioner gave up and moved on.
This is a political example of a societal problem. We use too many words and don’t say anything. We just need to listen to and then answer the question. Fewer words almost always means a better chance there will be understandable communication. Got it? Good.
P.S. This politician was just elected to his first term in the U.S. Congress.