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The Total View
The Whole Person Approach for Selecting and Managing Top Performers
July 16, 2003
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In This Issue
-- Is anyone feeling just a wee bit guilty?
-- Tip No. 2 and 3: Setting A Hire Standard for Higher Performance
-- What you should know before you choose your next team mate.
-- Save $500. Register early for CriteriaOne training - September 4-6, 2003
-- Just posted! Ethical? Here's what you think - Business2Business - July 2003
-- New on the Web! "Career Placement and Assessment"
-- To read 25 Trends that will change your business, click here. Don't miss Trend #16.
-- Just released! Labor Storm Alert - July 2003
-- August 20, 2003 at The Lancaster Chamber - Stop Guessing, Start Knowing
-- 50 Activities for Promoting Ethics within the Organization
Is anyone feeling just a wee bit guilty?
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The results are in from the SPS July Integrity Survey
and are they ever interesting.
When asked, have you ever returned a gift you
broke for a refund or replacement?
According to
our SPS Integrity survey, 1 out of 5 people (20
percent) admitted that they did. Considering that the
demographics of our Total View subscribers are people
in business and most likely college educated
professionals, this is a significant number.
Would you turn in your best friend if they
were forged documents and stole several thousands
from your employer to pay medical bills? Nearly 1 out
of 7 (13 percent) admitted they would not.
If a policeman offers to forget a $150 speeding
ticket in exchange for paying him $50 in cash, what
would you do? Again, 1 in 5 admitted they would pay
the $50.
What would you do if your employer was
vandalized due to your forgetting to lock the door on
your way out last night? Would you admit your
carelessness. Well, the good news is that 7 out of 8
said they would. I guess the bad news is that 1 out of
7 would not!
And for the final question, 7 out out 10 (70
percent)respondents admitted to working on a personal
project while pretending to be working on business
while on company time.
Planning an employee survey? Customer satisfaction
survey? Wage and benefit survey? Call us today for a
free consultation on designing, hosting and analysis of
your online surveys.
Click here to view the complete results of the SPS Integrity Survey.
Tip No. 2 and 3: Setting A Hire Standard for Higher Performance
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This is the 2nd and 3rd Tips to Setting "A Hire
Standard".
For Tip #1 see last week's TotalView "Tip #1 - Setting a Hire Standard" or
don't miss "Debunking 7 Common Myths about
Personality Tests" by clicking
below.
Tip No 2: Watch for Adverse Impact
If a hiring system contains multiple hurdles (such as
an initial pre-screening by phone, followed by an initial
in-person interview and a second interview for
finalists), then every stage must be tested for adverse
impact. This is true even if the end results yields no
adverse impact.
Tip No 3: Formalize Subjective Selection
Components
One potential source of adverse impact is
subjective evaluation. While instincts and intuition can
be valuable aids in personnel selection, unguided gut
feelings about a candidate's fit are dangerous, legally
speaking.
As the U.S. Supreme Court explained in Watson
v. Fort Worth Bank & Trust, 487 U.S. 977 (1988), it
is critical that subjective criteria, like objective criteria,
be valid. The next step toward using subjective
evaluation in a valid, legally defensible manner is to
standardize subjective evaluations by uniformly
following set procedures established in written policies.
As stated in Stender v. Lucky Stores, Inc. (1992)
if employers use subjective evaluations to select
personnel but fail to provide their managers with
meaningful criteria to guide their evaluations, courts will
not require plaintiffs to pinpoint particular aspects of
the system that are unfavorable. Employers obviously
do not want to make plaintiffs' cases easier and can
avoid doing so by providing their managers with specific
criteria and methodology (CriteriaOneŽ)
to use in evaluating candidates.
Source: A Hire Standard, HR Magazine, July
2003
Debunking 7 Common Myths about Personality Tests.
What you should know before you choose your next team mate.
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Given the choice, do you gain more enjoyment out
of winning even if it means beating your seven-year old
at Checkers or out of seeing the expression on his face
when he beats you?
Do you believe that your children should learn how
to be good losers or that second place is only the first
place of losers?
How far do you go to win or does that fact that
there has to be winners and losers just drive you crazy?
Using the game of golf as an analogy, nothing
better describes the ultimate bookends of
competitiveness. At one end of the scale who have
competitors (who on a normed assessmeent such as
TotalView(tm) Assessment) would score on or near the
10 range (out of 10). At the other end of the scale
you have the cooperatives who would score on or
about 1. Neither "scores" are good nor bad. They just
are. But they do clearly identify the intensity of
individual competitiveness, which ultimately affects the
effectiveness your teams will have within your
organization.
Competitors
They live and die by "winning is everything,
it's the only thing."
They compete with everyone in their
foursome and the foursome in front of them, in back of
them and in the clubhouse.
Their biggest competitor (and threat) is
themselves.
They begin placing bets on the way to the
first tee - they bet on individual scores, lengths of
drives, number of putts, team scores - you name it and
they'll bet on it.
They count your strokes as well as theirs.
They purchase and play with only the best
equipment.
If they are losing, they offer new bets on new
games with new rules and new conditions and offer to
play double or nothing on the original bets.
If they lose, they immediately ask you for a
re-match.
If you try and console them, they tell you "I
just stink and might as well quit" - then they just walk
right into the clubhouse and sign up for a golf lesson,
begin looking at new equipment, and pick up a bucket
of balls and head off to the driving range. Competitors
NEVER quit!
If they play well, it's them. If they lose - it's
always the equipment, course conditions or pace of
play.
Cooperatives
Cooperatives believe that golf "is only a
game".
They don't even pick up a scorecard before
they start - keeping score just ruins the game.
In fact, coming homes with more balls and tees
than they started with is equivalent to winning the
Masters.
Just finishing a whole round and reaching the
eighteenth green before sunset is good enough, too.
If they are not playing well, they offer to just
sit out a few holes not to hold you back.
If you have a bad shot, they tell you " I didn't
see that one, you can take it over".
If you are having a rough day, they
suggest "we just set a limit of seven on any hole".
If they win, they refuse to accept your
money from the bet - "just keep it for next time"
or "you drove - use it for gas".
If your partner is upset that he or she is
losing, you may let him/her win by missing a few putts
or intentionally hitting your ball out of bounds.
You apologize for their mistakes with " I
apologize for making you have a bad day."
If you win, you find excuses why you are not
the better player, why you just had a lucky day, and
assure your golf mate that everyone has a bad day
now.
Whether or not you golf, play soccer or just enjoy
board games, the intensity of individual competitiveness
determines the fit on your teams. What is important for
managers to know is what level of competitiveness will
be supported by your organization and still be
productive and profitable, without being cutthroat.
In other words, the right amount of drive and
motivation depends upon the requirements of
the job, the dynamics of the team and the values of
the organization.
Assess your team in August and receive 2 FREE hours of consulting (a $500 value) or take 10% off any assessment package. Click here and be sure to provide the best time to contact you.
Save $500. Register early for CriteriaOne training - September 4-6, 2003
~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~
"Light years ahead of the competition" says one
CriteriaOne participant.
"A must for anyone interested in lowering turnover
and improving productivity."
The best reasons to attend come from past
participants.
I thoroughly enjoyed the time spent at your
seminar along with meeting other end users of your
products.
As a part time user of the TotalView product the
reinforcement training I receive is always useful. Here
at UGI Utilities, Electric Division we are a believer in the
product as one of the tools useful in finding the right fit
when selecting an employee. The TotalView product
provides much more information about a potential
candidate than you can ever obtain from reviewing a
resume or conducting lengthy interviews.
D.L. UGI Utilities, Electric Division
Rarely do I spend time, miles and money on a
workshop that provides information that is
practical and useful a month and a half later. Often
times I am so pumped up during the training and I am
eager to return home to apply the techniques or
skills only to learn that the information cannot be easily
intergrated into
our system or it is too costly to implement. The
techniques and information
I received through CriterionOne training is economically
feasible and is a
great fit for our system of operations. Ira, I appreciate
your willingness
to impart your knowledge to others and to serve as a
resource to
participants following the workshop. I wish you
continued success.
L.A., The Durham (NC) Center
Register by before August 15 and save $500 off our
registration fee for our next CriteriaOne Train-the-
trainer workshop to be held on September 4-5-6,
2003 in Lancaster PA.
Register more than one from
your company and save over 50%. Attendance is
limited to 10!
Sign up today for CriteriaOne: The Whole Person Approach. Cllick here. Please indicate the best time and day to contact you.
Just posted! Ethical? Here's what you think - Business2Business - July 2003
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How uncanny! On the eve of the release of our Report
on Integrity and Ethics, the longtime chairman and CEO
of Freddie Mac, the president and COO, and the CFO
were asked to step aside.
Why? Lack of "cooperation and candor"
and "management misjudgements". Last week, Sammy
Sosa was caught with cork in his bat, a major crime in
major league baseball. Just this week, the Police
Department of Philadelphia was ordered to re-open over
2,000 rape cases that were deep-sixed over the past
several years.
To read more click on the link below
More articles on the SPS and CriteriaOne.biz websites:
June 2003 - "See
Jack Run"
Costly Turnover verses expensive mistakes are the
dilemma of an HR executive who undervalues general
skills.
May 2003 - "C-ing
is believing!"
Style shock shouldn't cause business culture shock.
What matters is whether a job is done effectively, not
how.
Click here to read more about ethics in high places.
New on the Web! "Career Placement and Assessment"
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Listen to "Job Talk" - April 12, 2003 - WGST (Atlanta)
An Interview with Host Margot King and Guest Ira S.
Wolfe on "Career Placement and Assessment"
For more live interviews and presentation audio, visit
Audio Interviews on the SPS website .
Click here to listen.
To read 25 Trends that will change your business, click here. Don't miss Trend #16.
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>From e-mail to health care, and from artificial
intelligence to the end of HR as we know it, here are
forecasts of how different the world of workforce
management will be 10 years from now.
25 Trends That Will Change The Way You Do Business
Just released! Labor Storm Alert - July 2003
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Click here for your July copy of the Labor Storm Alert
August 20, 2003 at The Lancaster Chamber - Stop Guessing, Start Knowing
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This is what participants had to say after our April
workshops in Atlanta and Lancaster:
"The best seminar I've attended in years"
"Ira really knows his stuff. With his help we will stop
guessing about hiring and promoting."
"The only improvement I'd make to this presentation
would be to make it longer."
We listened and we've extended the program for
one-day only on August 20 for The Lancaster Chamber.
Tuition is FREE for Chambers members and $20 for
non-members.
Registration is limited to the first 20.
Don't wait one minute longer to register for
Stop
Guessing, Start Knowing - How to Accurately Assess
Personality and Competencies. Stop Guessing,
Start
Knowing was sold out in Atlanta and Lancaster.
Register today for Stop Guessing, Start Knowing.
50 Activities for Promoting Ethics within the Organization
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Increase ethics awareness among your managers,
teams and sales personnel. Give employees actual
practice in ethical decision-making. Clarify values
and guidelines in your organization. These ready-
made games and exercises make it easy to address the
sometimes intimidating topic of "ethics" in the
workplace.
The 50 proven activities vary in length from 15-60
minutes and are organized into five sections:
Ethical leadership
Ethical corporate citizenship
Ethical salesmanship
Ethical management
Ethical teamwork
50 Activities for Promoting Ethics employs a
variety of training methods including case studies,
quizzes, handouts, buzz groups, role-plays, panels,
assessments, and more. Discussion topics include the
Internet, e-mail, salesmanship, sex in the workplace,
ageism, and many other contemporary issues.
Order 50 Activities for Promoting Ethics within the Organization today.
Contact Information
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email: iwolfe@super-solutions.com
voice: 717.656.4632
web: http://www.super-solutions.com
