Welcome to the November 24, 2004 issue of The Total View

Published by Success Performance Solutions, Written by Ira S. Wolfe

New! Human Resources Blog - We're very excited to announce our new Human Resources Blog and Perfect Labor Storm Blog where we can post daily (and more often) human resource updates, news, and Perfect Labor Storm facts.  Reply to this email how to syndicate our blogs on your commercial websites or intranets.

What's Inside

1. Cooking Up Your Favorite Thanksgiving DISC!

2. Perfect Labor Storm Alerts #296 to #300

3. Tips You Can Use - NEW!   Background Checks

4. In The News!  Major Labor Shortage

5. The Complete Manager's Pocket Guide Library

6.  How to Hire High Motivation Employees

7. You don't need a huge budget and staff to hire the best employees

8. Over 250 Supervisors Have Attended Managing to Excel Workshops

9. Fall Workshop and Speaking Schedule

10. Wondering if you have the right people on your team?

1.   Cooking Up Your Favorite Thanksgiving DISC!

In a just a little over twenty-four hours, many of us will have our bellies full of turkey, stuffing, cranberries, pumpkin pie and who knows what other goodies.  How we will get that way is the topic of today's column. 

Many of you are familiar with personality tests, particularly the DISC Behavioral Type assessments.  DISC is an acronym standing for Direct, Influencing (or Interacting), Steady, and Compliant (or Conscientious) - in other words, how people respond to problems, people, pace and procedures. While many people try to avoid "taking these tests" in an attempt to hide what they feel are their deepest, personal secrets, let the truth be known that these behaviors are very obvious even to the casual observer. 

DISC is the universal, observable language.  Even if you never have heard of DISC before, you willl certainly recognize a few relatives, friends or acquaintances who exhibit these classic behavioral styles, representing D-I-S-C. 

To High D behavioral types, Thanksgiving dinner is an event.  The guest list is figured out on the fly, and likely will include several strategic business guests.  In fact, Thanksgiving dinner is the perfect venue to discuss a few business deals that just can't get done during working hours. High D behavioral types shop for groceries without a list.  The fact of the matter is they don't have any idea what they'll serve for dinner - they'll know a good deal when they see it. If the long lines at checkout are too long, they may decide to make reservations at a local restaurant or country club or even order take out. Where ever and whenever they eat, they chose the place, meal and time. To high D's recipes are only guides. They add and substitute ingredients at will and use gravy and sauces to cover up the "mistakes". Microwaveable foods are a staple. If D-types actually do any cooking, the kitchen is a mess but they know exactly where everything is. If your host is D behavioral style, don't be surprised to get a call on your mobile while on your way to stop for ice. When the D is ready to eat, he/she tells his guests where to sit. During dinner, expect a blow-by-blow description of each course. You'll hear how much time, money or effort it took to prepare it. Recipes are described as "best", "special", "can't be beat", and "great deals"."

High I behavioral types don't prepare dinner, they plan a party. They insist on only one rule - NO business talk!   Grocery shopping is an experience - they go to the store at the busiest time so they can socialize and meet people. I-behavioral types may spend more time in the party store picking up holiday table cloths, napkins, dishes and decoration more than they do in the grocery store. They carry dozens of coupons, torn (not cut) from newspapers and magazines, stuffed in no particular order into an envelope or purse. I-behavioral types know where everything is in the store, whether you ask them to tell you or not. The guest list includes family, friends, neighbors and anyone who might otherwise have to eat dinner alone. The list resembles the yellow pages. I-types can't remember everyone they invited so they set extra places just in case extra people drop by. What time is dinner? Just drop-in. A menu? You've got to be kidding. The menu is potluck and the I-type just asks everyone to bring something along. I's use recipes but never measure ingredients and substitute freely. They may even experiment with a new recipe. Foods are selected for color, texture, and whatever looks good in their favorite bowls and dishes. They describe each course by how much fun it was to make it or a history on who gave them the recipe. Seating? Sit wherever you'd like.   When it comes time to clean-up, guests will be scooted out the door - you'll hear, "I love to clean up." As soon as the last guest leaves, the I-behavioral type host plops down on the couch and "wishes" the dirty dishes away.  "They will still be there tomorrow", the I-type thinks aloud, and puts off today what can be done tomorrow - still wishing for the "dish fairy" to come along while he/she is sleeping!

High S behavioral types prepare dinner for the entire family. They begin weeks ahead by preparing a list.  Next, they begin to clip coupons, even ones they don't need, just in case they meet someone at the store who doesn't have the right one. This list takes weeks to prepare. S-behavioral types begin making the feel-good foods first, desserts and appetizers, weeks ahead of time.   Personalized invitations are prepared for guests in Publisher or Print Shop.  Every course is prepared from scratch using his/her favorite recipes, including special foods for the kids and anyone on a special diet.  Often times the recipes are family traditions, handed down through the generations. They rarely use the microwave except for warming things up.  Guests are seated in groups by family and friends.  During dinner the S-behavioral type offers to share his/her recipes with everyone and likely have copies already prepared for distribution. There is always extra food for guests to take home in doggy-bags. The doggy bags may even have each guest's name on them including a label with what's inside and the date.

High C behavioral types prepare dinner for just the immediate family or may even prefer to eat alone. Dinner is more like a tradition or ritual than a celebration. Guests receive a formal invitation and an RSVP is required.  C-types shop with coupons which are organized by aisles. They have a budget and click off items on a calculator as they work their way up and down the aisles. C-types have a practice run of each course throughout the preceding week.  Recipes are followed exactly as written using measuring cups, utensils and timers. C-behavioral types would never think of substituting an ingredient, not even one brand for another. Guests have assigned seats and name cards are typed at each setting. (The cards are saved after each meal and re-used at future family events.)   Rarely do C-types have any food left over - that would mean they made a mistake. If food is left over, they store it by meals in compartmentalized containers, just like the old "TV dinner".  If aksed about a recipe, C's describe each course in excruciating detail including the cost of the ingredients, the best place to purchase them, the best time to shop. The recipes are available upon request, which are stored in alphabetical order on computer printouts in the filing cabinet. After dinner, C's refuse everyone's offer to clean up - they have an unchangeable routine and a special place for everything. If by chance you get to peek inside their cabinets, don't be surprised to see the canned goods alphabetized and sized.  If the C-Behavioral type does allow you to help, expect explicit instructions how to wash, dry, and put things away...and criticism when you don't do it exactly the "right" way.  No one can clean up or put away the dishes as good as the high C behavioral type- so they think!.

A most important take-away from understanding behavioral types is that no one style is right or wrong. Likewise there is not one right way or one wrong way to prepare Thanksgiving dinner.  

There is, however, a right way to celebrate Thanksgiving - be thankful for the opportunity to share Thanksgiving with friends and relatives, be thankful for the food you enjoy, be thankful for whomever prepares your meal, and be thankful we can laugh at our behavior!

2.  Perfect Labor Storm Alerts #296 to #300
Visit our blog, too.

Coming Soon to a Location Near You: Major Labor Shortage -

Featured in HRWire, November 1, 2004

Don't be caught in storm without all the facts. "The Perfect Labor Storm Fact Book: Why Worker Shortages Won't Go Away" is a must-read leading edge forecast that predicts workforce trends for decades to come. Order your copy today - Only $7.95.

3.  Tips You Can Use - Background Checks

Leaders of Rejoice Ministries thought they were being extra careful when they hired James Poole.  That's because its last pastor bilked them out of $10,000.  Three months after they hired him, he skipped town with $3,344.  After reporting the  losses, they discoverd both men were veteran con artisits. The church is now debating whether to hire yet another pastor or close the church.

Last month, the Arizona Diamondbacks hired......then fired their manager.  Wally Beckman admitted to several "mistakes" in his past life - arrests for domestic disputes, drunken-driving, restraining orders - only after he was hired.  Ken Kendrick, one of the Diamondbacks' managing partners, after the "mistakes" became public stated they will now make background checks a layer of their hiring.

The owner of a motel in New Holland PA might want to do the same.  A young couple working as managers were arrested for stealing the cash payments received by guests.

If, like Pinocchio's nose, each lie a candidate told on his/her resume or during the interview became immediately apparent, business owners could easily weed out employees who cheat and deceive. So, how can you tell if an employee is lying about their work experience,

To provide our clients with one-stop shopping for employee evaluation from pre-employment to career succession, we are very pleased to introduce our new partnership with Information Architects, a leading provider of Employment Screening and Background Investigations.

BACKGROUND CHECKS.  Sixty-one percent of the human resource (HR) professionals surveyed said they find inaccuracies in résumés after carrying out background checks. (Source: SHRM Background Checks/ Résumé Inaccuracies online survey, 2004)

Services include:

• Employment Verification
• Criminal Records Search
• Civil Records Search
• Workers Comp Search
• SSN Verification
• Credit Reports
• DMV Reports
• Bankruptcy Search
• Degree Verification
• Professional License Verification
• Drug Screening

Learn more about background checks here.

4. In the News!

HRWire - November 1, 2004

Coming Soon to a Location Near You: Major Labor Shortage

Business2Business - November 2004

What Is Keeping Human Resource Professionals Awake at Night?

(This original article written by Ira S. Wolfe was the November 2004 cover story.)

Fort Wayne Journal Gazette - October 31, 2004

Firms probing employees' pasts

Central Penn Business Journal - October 8, 2004

Companies struggle to replace good, retiring managers

5.  The Complete Manager's Pocket Guide Library

Today's busy leaders and knowledge workers are looking for informative, to the point self-study resources that will answer questions, stimulate new thinking and help solve problems.

These management development pocket guides are ideal for self-directed learning, training and coaching workers, corporate universities, or to use in seminars and workshops.

Each guide covers an important topic such as managing generations, mentoring, creativity, project management, knowledge management or strategies for handling people issues such as conflict management, sexual harassment and performance.

Order the complete library of these 32 best selling Manager's Pocket Guides for only $279 - that's like getting 5 books free, a savings of $39. 

Order the Manager's Pocket Guide Library for Management Development today.

Plus this bonus!  We'll include a copy of "Understanding Business Values and Motivators"

at nor additional charge, a $12.95 value.

6.  How to Hire High Motivation Employees.

Begin to Hire The High Motivation Employee with The Interpreter's Guide to The TotalView Assessment System.  This e-book, written by employee selection expert Ira S. Wolfe, describes in easy to understand detail how to differentiate the winner takes all candidate from the employee who'll give away the store, the nit-picking-controller from the why-get-it-done-today-when-you-can-put-it-off-until-tomorrow candidate, the cool-calm-collected from the easily frazzled-sky-is-falling employee.....and more.

Why TotalView? It is simply the best job matching and employee evaluation system on the market today.

For a limited time this $197 value will be offered to Total View subscribers for only $69. 

Order How to Hire The High Motivation Employee Interpreter's Guide.

7. You don't need a huge budget and staff to hire the best employees

Eliminate The Hassles and Headaches Associated With Screening Candidate with Total APS.

The Total Applicant Processing System enables the small and medium sized employer to do online recruiting and screen applicants with customizable and scorable filtering questions with a click of the mouse.  Save time and money by qualifying candidates before you interview.

Use Total APS to recruit and screen applicants for your next job opening.

8. Over 250 Supervisors Have Attended Managing to Excel Workshops

Ever since Success Performance Solutions introduced Managing to Excel in 2002, Central PA supervisors and managers have been learning and developing proficiency in the twelve competencies that highly effective managers and supervisors have that average performers don't. 

To read more about Managing to Excel, visit Managing to Excel - Management Competency Workshops.

Managing to Excel is also available for purchase by in-house trainers and human resource professionals.  The per participant cost per program is as low as $20!

9.  Fall 2004 Workshop and Speaking Schedule

January 16, 2005 - 2005 International Builders Show,  Orlando, FL

February 28, 2005 - IQPC''s Best Practices in Disease Management,   Las Vegas, NV

10.  Wondering if you have the right people on your team?

Everyone wants to build the High Motivation Employee Team. Do it with team building activities packaged exclusively for small businesses and home businesses.

Contact Information:
Success Performance Solutions 2481 New Holland Pike, Suite 2, Lancaster, PA 17601

email: tv@super-solutions.com
voice: 717.656.4632
web: http://www.super-solutions.com

To learn more about Success Performance Solutions or read back issues of The Total View, stop by our website at www.super-solutions.com.

Order your personal copy of Understanding Business Values and Motivators.


Order your personal copy of The Perfect Labor Storm


Ira S. Wolfe. 2004 - All Rights Reserved. Reprints and other distribution by permission only.

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