Developing and Assessing Employee Competencies Just Got A Lot Easier!

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The Total View
The Whole Person Approach for Selecting and Managing Top Performers

April 9, 2003
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-- DISC Assesses the 4 Ps of Behavior
-- What's your team's DISCore?
-- Not a bad job if you can get it
-- Accurately assessing competence
-- Stop Guessing, Start Knowing - April 30 - Lancaster (PA)
-- Developing and Assessing Competencies Just Got A Lot Easier!
-- Hot off the press! April Issue of Labor Storm Alert
-- The Solution to Entry-Level Employee Turnover
-- CriteriaOne receives Trademark status!
-- Managing Generation Y

Greetings!

DISC Assesses the 4 Ps of Behavior
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One of the most popular assessments in the world is one called DISC. The DISC model has gained a lot of credibility in business today, thanks to the work of William Marston. Marston who applied Carl Jung's ideas to non-psychotherapy applications.

In the late 1980s Bill Bonstetter applied technology to the DISC model and was one of the first to create computer-generated reports. Not only is the DISC model a great tool for individual development but now it is easily accessible for sales and customer service training, management/leadership development and team building.

What does DISC assess? Most human behavior can be defined as a preference to act or react in a certain way to an event experienced in the environment. (Source: Developing Character and Leadership). Simply put, DISC evaluates how an individual responds to the four Ps:

Problems-Directly

People-By Influencing

Pace - Steadily

Procedures - Conscientiously

DISC does not detect right or wrong behaviors. It merely helps reveal how individuals instinctively prefer to behave when confronted with conflict or challenged by the environment; how they prefer to show their emotions, react to change, or accommodate to other people or situations.

What's your DISC? Click here to get your FREE personalized Managing for Success DISC report. In the comment box, type Free DISC offer.

What's your team's DISCore?
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DISC is called the "observable" language. By watching and listening, students of DISC can establish rapport and endorsement more quickly and effectively.

Especially crucial for managers and salespeople whose responsibilities include the ability to respond quickly to opportunities as well as crises, the need to build endorsement with others instinctively is a necessity. One miscue or misread of another's style and the deal can be lost forever.

The first step in understanding others is to understand yourself. One of the most successful programs we have to improve communication among team members as well as increase sales and develop and grow managers is a 3-step process:

Assess key individuals using DISC and other assessments.

Meet with these individuals and review his/her reports.

Develop a team map with all the DISC scores.

Schedule your team today and even the score.

Not a bad job if you can get it
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What if CEOs were paid per hour, the USA Today asked in their March 31 edition.

Jeffrey Barbakow, CEO of Tenet Healthcare, was paid $116.4 million in 2002 or $22,785 per hour.

Michael S. Dell, CEO of Dell Computer, was paid $82.3 million or $16,100 per hour.

Scott McNealy, CEO of Sun Microsystems, was paid $25.8 million or $5,053 per hour.

Source: USA Today

Accurately assessing competence
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Join us on Wednesday April 16 at 11 AM EDT for a FREE online demonstration of the Janus Performance Management System.

This FREE conference call is limited to the first 15 participants. To reserve your "seat", contact us today by calling 800.803.4303.

Stop Guessing, Start Knowing - April 30 - Lancaster (PA)
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The Atlanta's seminars sold out. Don't miss Stop Guessing, Start Knowing in Lancaster (PA) on April 30.

Register today for The HRD Press/Training House workshops: Stop Guessing, Start Knowing - How to Accurately Assess Personality and Competencies.

Hampton Inn, Greenfield Corporate Center, Lancaster (PA)

8:30 AM to Noon and repeated again at 1:30 PM to 5:00 PM

Attention Consultants. Contact us about TotalView and Job Analysis Certification scheduled for May 1-3.

For more information call 800.803.4303.

Attendance at Stop Guessing, Start Knowing is limited to the first 20 participants and registration is FREE to HR and sales managers, COO, CFO, CEO, plant managers, and general managers. To register for this seminar, click on the link below. Just a few seats remain.

Yes, register me today for the Stop Guessing, Start Knowing Seminar.

Developing and Assessing Competencies Just Got A Lot Easier!
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Leadership ability.

Delegation skills.

Analytical thinking.

Change handling skills.

Motivation skills.

These are just a few of the required crucial skills needed by managers and leaders today.

Janus Performance Management Systems is an easy to use and cost effective approach for improving performance, assessing jobs, aligning an organization, and meeting other HR goals. Many organizations have identified competencies but have not had positive results during the implementation phase - until now.

The Online Janus System makes it easy to identify from 3 to 10 core competencies per position, build competency-based job descriptions, develop job- specific interview questions and adminster performance evaluations - a seamless, continuous, cost-effective solution to selecting and managing top performers.

To download a FREE copy of the Janus Performance Management Competency Library, click here.

Hot off the press! April Issue of Labor Storm Alert
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Click here to read the April 2003 Labor Storm Alert

The Solution to Entry-Level Employee Turnover
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Have you ever hired an employee who didn't show up for work and when they did they were late? What about an employee who showed up to work high on illegal drugs? Or have you ever hired an employee who had a bad attitude toward your customers?

Stop the madness! SELECT Associate System is your turn-key solution for screening out high-risk candidates before they have a chance to waste your time and run off your customers. SELECT is easy to use and available 24/7 with real-time turnaround. Reports are available for many positions including customer service, production/distribution, office/light industrial, retail sales and managers, call centers, hospitality, healthcare and more.

Click here to learn more about reducing turnover. (Scroll down to view SELECT)

CriteriaOne receives Trademark status!
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Last week Success Performance Solutions received notification from the U.S Patent and Trademark Office that CriteriaOne was registered as a trademark.

What is CriteriaOne? It is a highly reliable, intuitive and successful solution for employee selection and performance management.

CriteriaOne was developed by Ira S. Wolfe, the founder of Success Performance Solutions. The 'secret" to CriteriaOne is the blending of assessment tools and techniques (including the interview and personality testing) to assess the "whole person". The whole person approach directly links an individual's behavior, attitude and personality to job related competencies.

Become a certified CriteriaOne professional. Register today for our next Train-the-trainer CriteriaOne workshop to be held on June 5-6-7, 2003 in Lancaster PA. Read what one participant in our last workshop had to say about his experience:

"Your CriteriaOne seminar this weekend was incredible. For years I did both contingency and retained search work for clients nationwide thinking the screening tools I used were serving us well. The information and skills you shared during our training are light years ahead of the rest of the screening and assesment systems out there."

B.M., Sr. Sales Consultant

To become a certified CriteriaOne trainer or facilitator, click here. Please indicate the best time and day to contact you.

Managing Generation Y
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They're blunt. They're savvy. They're contradictory. Self-confident and optimistic. Independent and goal-oriented. Masters of the Internet and PC. Young adults who believe education is cool, integrity is admirable, and parents are role models.

They're the children of Baby Boomers and the upbeat younger siblings of Gen X. They are the 29 million young adults born between 1978 and 1984 streaming into the workplace whose presence will continue to grow each year for the next ten years. They are Generation Y.

Managing Genertion Y is for those who want to become the employer of choice for the next cohort of young adults. Discover the Gen Y traits that pose the greatest challenges to managers as well as the best practices you can implement now to keep these upbeat, techno-savvy workers focused and motivated.

Visit the SPS bookstore and order Managing Generation Y.

Contact Information
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email: iwolfe@super-solutions.com
voice: 717.656.4632
web: http://www.super-solutions.com
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