 | | Gregory P. Smith Lead Navigator President |
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"Leaders don't flock. You have to find them one at a time." ~ Ross Perot "Development can help great people be even better-but if I had a dollar to spend, I'd spend 70 cents getting the right person in the door." ~ Paul Russell, Director, Leadership & Development, Google "Affirm the positive, visualize the positive and expect the positive, and your life will change accordingly." ~ Unknown |
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|  | | Letter from the Lead Navigator
Tragedy on the Inside, Happiness on the Outside
The passing of Robin Williams has been heavy on my mind this past week. He was someone who made us both laugh and feel good. All will remember his unique talent. His loss is much more painful because on the outside he seemed happy, but on the inside there was sadness.
The tragedy that played out in Robin's life is played out in the lives of others as well. Early in my career, a similar situation occurred with one of my employees. He was always upbeat and positive then something pushed him to take his life. What could I have done differently? Did I miss something? I am not sure what could have been done, but the guilt in my life remains.
Being in tune with the people we are responsible for is a key aspect of leadership. The world can be a lonely place for some. A small way I try to make a difference is to take notice of what they do well and tell them how much I appreciate it. Be specific and be sincere. We all need to feel appreciated. In this one small way, we can add a little more happiness in the lives of others.
Gregory P. Smith President and Lead Navigator 770-860-9464
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|  As the job market grows more competitive, so does the employer's quest to find the best talent. Company leaders have begun to realize that elevated employee talent leads to increased levels of productivity and overall profit. To improve and strengthen a company's structure, employees must be assigned positions that require specific talents. Studies have shown that the most talented job candidates tend to display six characteristics that cause them to stand out in job performance: -
They show a record of having been at the top of the ladder in job performance -
They are creative and inventive -
They are decision-makers who follow through -
They have the capacity to effectively motivate others -
They can adapt to change -
They are solution oriented
In recent years, an abundance of helpful tools have been devised to assist in separating the real talent from employees or candidates who lack the qualities needed to make your company excel with maximum efficiency. For example, software was developed to help HR professionals administer psychometric tests that examine such skills as verbal and numerical reasoning. There are also personality assessment tests that look at individual traits relating to job habits and organizational skills. These types of evaluative tools can help company leaders make speedy decisions about how to choose the cream of the crop. In the actual search for talented workers, it is prudent to turn first to your company's own internal networks to ask for referrals to anyone who might fit the bill for the positions you are seeking to fill. Question shareholders, professional advisors and current employees who are close enough to your organization to ascertain the specific talents needed for a particular position. If these referrals fail to pan out, carefully construct a job description that delineates the primary responsibilities of a position within your company. Then, consider the behavioral traits and talents required of the person you feel is ideally suited for the job. Finally, publish these criteria and use them to screen resumes for the most talented individuals to fill the positions. Last, but certainly not least, a powerful tool in finding contemporary business talent is, of course, the internet. A well-placed ad on your business's web site, listing the advantages of working for your company, can go far to attract talented job candidates. Utilize social networking sites such as LinkedIn, Twitter, and Facebook to find talent. Social network participation has become an essential tool in this area. If the most popular social networking resources do not represent your company, your pool of talented candidates could be shallow. t If you have any questions about finding top talent for your company, contact us today! ~ Written by Gary Sorrell, Sorrell Associates, LLC. Copyright protected worldwide. All rights reserved. |
| Eliminate The Cost Of A 'C' Team By Hiring 'A' Team Members |
 As the Vice President or CEO of an organization, have you ever considered the winning strategies of other successful and leading organizations? While there are many contributing factors to why some organizations succeed and others fail, one crucial key to success is strategic job placement. Strategic job placement ensures that every employee occupies a position within the organization that matches and compliments their job skills and characteristics, so motivating them to higher performance levels. Strategic Hiring Why hire a 'C' team when you can hire an 'A' team? 'C' team members "get by" in their positions, possess little motivation and generate weak job performance. 'A' team members refuse to settle into inadequate positions, are motivated, and strive to work to their highest potential. When interviewing candidates for an open position, the only candidates you should be contacting for a second interview are those that have demonstrated superior performance skills. Refer to the twenty-three job skills that are universally recognized, and only hire employees with skills matching the position. Each job position is unique, and the same is true for every employee. An employee that is motivated by giving back to others and contributing to society is best suited in a position that allows them to make a positive contribution, in conjunction with earning a profit for the organization. Personal accountability, accountability for others, and self-management skills are all possessed by superior performers. 'C' team employees that run into a problem on the job expect, and wait, for someone else to fix the problem. The inability to self-manage and problem solve costs organizations needless amounts of time and money. An 'A' team member has the ability to identify and rectify a problem before it gets out of hand, without being instructed to do so. If the employee cannot rectify the problem, they make sure it's brought to a supervisor's attention in a timely manner. Hiring an 'A' team member is an effective way to train for and fill managerial positions of the future, due to their leadership qualities. Benefits of Strategic Hiring Turnover Expense Reduction: High employee turnover rates affect organizations both in terms of finance and in terms of motivation. 'C' team members lack a sense of professional happiness and are more likely to frequently change jobs than an 'A' team member. High Performer Retention: High performers are happier in their positions and motivated to contribute to the organization. They are more likely to stay within the organization and systematically work their way up into higher positions with more responsibility. Preparation of Key Leaders: Leaders possess the skills to motivate, teach, and listen to other high performers. Focus: Organizations that succeed build upon and maintain strategic planning. 'A' team members achieve the goals set before them, keeping them focused on achieving the long-term goals in the organization's strategic plan. Setting the Standard for High Performance: An organization comprised of 'A' team members set the standard for new employees, motivating them to meet and sustain levels of high performance. Lasting Effects Using strategic hiring and job matching allows employers to get to know employees in more depth, including areas where the employee excels, and areas where they are lacking in skills. As the employee develops and progresses through the organization, their job skills and characteristics are reassessed to implement relevant training and redefine job role and responsibilities. Employing high performance employees attracts other high performers because they are happy within the organization and are not afraid to share this information with others. Strategic hiring leads to engaged and productive employees who feel valued and will benefit the organization throughout the time spent with the company. Job matching is the key strategy to being a successful and leading organization. t If you have any questions about this article, or about how we can help you hire 'A' team members, contact us today! ~ Written by our associate Gary Sorrell, Sorrell Associates, LLC. All rights reserved worldwide.Sources: Deloitte, Wired.com, Forbes, BLS.gov, SHRM, ASTD. |
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