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| “Success is the maximum utilization of the ability that you have.” ~ Zig Ziglar |
Deciding Where To Sit
You enter a room to attend a meeting. Two seats are empty. One
would put you on the same side of the table as your opponents and
your boss. The other would put you across from them. Which do you
head for?
Suggestions:
“The main ingredient of stardom is the
rest of the team.” ~ John Wooden
Imagination
Seeing all possibilities, seeing all that can be done, and how it can
be done, marks the owner of imagination. Your imagination stands as
your own personal laboratory. Here you can rehearse the
possibilities, map out plans, and visualize overcoming obstacles.
Imagination turns possibilities into reality.
We are told never to cross a bridge till we come to it, but this world is
owned by those who have “crossed bridges” in their imagination far
ahead of the crowd.~ Speakers Library
Customer Service
An article in the Harvard Business Review July-August 2010 issue
tells us why we should stop trying to delight our customers. In a study
of more than 75,000 people, the Customer Contact Council found
that loyalty is not built by delighting customers. Rather, loyalty is
created by reducing the work customers must do to get their problem
solved.
So, if a company can act deliberately to make it easy to solve their
customers’ problems, they will improve customer service, reduce
customer service costs and decrease customer churn. Why don’t
you make this a topic of your next staff meeting and get ideas from
the front line receivers of complaints as to how to smooth the
process for your customers?
You enter a room to attend a meeting. Two seats are empty. One
would put you on the same side of the table as your opponents and
your boss. The other would put you across from them. Which do you
head for?
Suggestions:
- Think opposite. The power positions are opposite your
competition or chief decision maker. Don’t sit on the same side
of the table or next to someone you want to influence.
Reasons: You can’t make appropriate eye contact. You also
nullify the benefit of facial and hand gestures. It does not
matter if the table is square, rectangular, oval, or round. Sit
opposite.
- Consider table "weight." If there’s too much contention
on one side of the table — you and your opponent — table
weight is unbalanced. The meeting leader may silence your
side of the table just to get the other side involved. In addition,
you may lose some opportunities to press your points.
“The main ingredient of stardom is the
rest of the team.” ~ John Wooden
Imagination
Seeing all possibilities, seeing all that can be done, and how it can
be done, marks the owner of imagination. Your imagination stands as
your own personal laboratory. Here you can rehearse the
possibilities, map out plans, and visualize overcoming obstacles.
Imagination turns possibilities into reality.
We are told never to cross a bridge till we come to it, but this world is
owned by those who have “crossed bridges” in their imagination far
ahead of the crowd.~ Speakers Library
Customer Service
An article in the Harvard Business Review July-August 2010 issue
tells us why we should stop trying to delight our customers. In a study
of more than 75,000 people, the Customer Contact Council found
that loyalty is not built by delighting customers. Rather, loyalty is
created by reducing the work customers must do to get their problem
solved.
So, if a company can act deliberately to make it easy to solve their
customers’ problems, they will improve customer service, reduce
customer service costs and decrease customer churn. Why don’t
you make this a topic of your next staff meeting and get ideas from
the front line receivers of complaints as to how to smooth the
process for your customers?
To Accurately Measure Talent
In order to inform and support the success of both your
selection and retention processes, you must accurately
measure the talent of every candidate and employee in your
organization. By accurately measuring talent, you are able to
ensure that you successfully match the best talent to the job
you hire them for. This way, company managers will be able to
know the key factors which will enable them to successfully
motivate, manage and develop the talents of each individual.
Moreover, accurate talent measurement also ensures that jobs
are performed at superior levels. This is because teams are
able to work much more effectively and profitably. Talent
measurement will also enable each individual to understand
their strengths and challenges, and therefore learn how to best
adapt to the work environment.
Accurately measuring talent also ensures that talent is properly
identified, developed, and allowed an opportunity to succeed on
an ongoing basis.
In order to accurately measure talent, you need to conduct
interviews which will truly reveal what you want to know about
the particular candidate. For this you will first need to conduct
tandem interviewing, as well as include arranged reference
calls. Keeping in mind the saying that “the best predictor of
future behavior is past behavior,” be sure to also ask questions
based on the past behavior of the candidate during the
interview itself.
During selection, you need to have clarity on the job benchmark
and what the position essentially requires.
This will enable you to have a comprehensive picture of how the
performance of the individual will compare to the job
requirements. Such information will enable the recruiter to
ensure that there is minimal bias during the selection process;
that there is consensus within the company as to what the
performance of the candidate will be measured against as they
do their job, as well as ensuring that all expectations on the
candidate are measured and they are not expected to be
superman or superwoman.
In order to ensure that the individual will be able to meet all the
benchmarks of the job, you need to measure the following 3
facets of talent:
We have the tools necessary to accurately measure all of these
areas for each candidate, employee, and the requirements of
these for the job itself. Contact us today! 941-773-5349 or
Sarah@MeakerandAssociates.com
In order to inform and support the success of both your
selection and retention processes, you must accurately
measure the talent of every candidate and employee in your
organization. By accurately measuring talent, you are able to
ensure that you successfully match the best talent to the job
you hire them for. This way, company managers will be able to
know the key factors which will enable them to successfully
motivate, manage and develop the talents of each individual.
Moreover, accurate talent measurement also ensures that jobs
are performed at superior levels. This is because teams are
able to work much more effectively and profitably. Talent
measurement will also enable each individual to understand
their strengths and challenges, and therefore learn how to best
adapt to the work environment.
Accurately measuring talent also ensures that talent is properly
identified, developed, and allowed an opportunity to succeed on
an ongoing basis.
In order to accurately measure talent, you need to conduct
interviews which will truly reveal what you want to know about
the particular candidate. For this you will first need to conduct
tandem interviewing, as well as include arranged reference
calls. Keeping in mind the saying that “the best predictor of
future behavior is past behavior,” be sure to also ask questions
based on the past behavior of the candidate during the
interview itself.
During selection, you need to have clarity on the job benchmark
and what the position essentially requires.
This will enable you to have a comprehensive picture of how the
performance of the individual will compare to the job
requirements. Such information will enable the recruiter to
ensure that there is minimal bias during the selection process;
that there is consensus within the company as to what the
performance of the candidate will be measured against as they
do their job, as well as ensuring that all expectations on the
candidate are measured and they are not expected to be
superman or superwoman.
In order to ensure that the individual will be able to meet all the
benchmarks of the job, you need to measure the following 3
facets of talent:
- Behavior or the behavioral traits of the
individual – This involves evaluating how the candidate
does their job. In order to evaluate this, you need to
factor in various aspects of their job requirements such
as whether the job entails data analysis, frequent
interaction with other people, as well as the levels of
competitiveness that go with that particular position. - The individual’s attributes or core skills – You
need to understand what capacities the candidate will
bring to the job. In order to find a perfect match, you will
need to take into account whether the position requires a
capacity for results orientation or accountability for others. - Motivators and rewards – For this you will need to
understand what motivates the candidate, and why they
do the job. You therefore need to know beforehand
whether the job rewards a passion for ROI or whether it
rewards a passion for knowledge.
We have the tools necessary to accurately measure all of these
areas for each candidate, employee, and the requirements of
these for the job itself. Contact us today! 941-773-5349 or
Sarah@MeakerandAssociates.com
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