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The Total View
The Whole Person Approach for Selecting and Managing Top Performers
October 8, 2003
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-- Be careful what you ask for. You may get it.
-- New Feature! Perfect Labor Storm Alerts
-- More TotalView
-- Business Values and Motivators is here!
-- Time is running out! Employee Selection and Job Benchmarking Workshop - Get Certified October 30 - November 1. Register today and save $500.
-- Get Insight - Understand yourself and others
-- Online Personality Screening for as little as $15
-- Reduce no-shows, theft, aggressive behaviors with the Best Pre-Employment Tool for Hourly/Entry-Level Employees
-- Starbucks Employee "Expresso" Satisfaction
-- Marching to a Different Bucket
-- Take the heat and misery out of employee evaluations.
-- The Perfect Books for Energizing People and Exploring Values
Welcome to this week's issue of The Total View.
We are very pleased to announced the release of the
newest generation of employee behavioral
assessments, CriteriaOne DISC and Business Values and
Motivators Assessments. Read more >>>>>>
The Total View is written and
published each
Wednesday by Ira S.
Wolfe, founder of Success Performance Solutions.
(Yes, Ira writes every article, every week!)
Ira S. Wolfe ©2003 - All Rights
Reserved. Reprints and other distribution by permission
only.
To learn more about Success Performance
Solutions or read back issues of The Total View, visit
our website at www.super-
solutions.com.
Have a comment? Disagree? Need advice? Visit our
Free
Discussion Board.
Be careful what you ask for. You may get it.
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>From the factory floor to the corporate boardroom,
flexibility and open-mindedness have hit the top of
the "skills-required" list. Responding to the economic
downturn and market globalization, many organizations
are spinning their wheels. The solution, they think, is
innovation and they may be right. But are organizations
really ready to accept innovative employees who
introduce fresh ideas and creative solutions?
How often have you heard the story about the
highly touted recruit whose orientation into the new
culture includes pearls of wisdom such as "that's not
the way we do things around here" or "tread lightly
around here and take things slowly"? Encouraging
innovation when the chips are down may be the
necessary solution but it is a risky business - unless the
rest of the organization is open-minded.
Innovative individuals enjoy taking chances and are
willing to accept the risks associated with trying
something new. While their intention is to jump start a
sleeping giant, others view them as loose cannons and
mavericks. And therein lies the problem. Innovative
employees get a buzz by challenging traditions and
pitting themselves against the world. While more
conventional employees are de-motivated by failure,
innovative individuals are juiced by the challenge.
To them obstacles are no more than mere bumps in the
road.
Rules are made to be broken and traditions are to be
challenged. (Obviously Marcus Buckingham and Curt
Coffman, authors of the management best seller
First, Break All the Rules were innovators. I
wonder as a result of this book how many times "that
will never work here" was uttered in American
businesses over the past few years.)
Managing innovation can be a managerial
nightmare. While executive teams extol the virtues of
innovation, they underestimate the force of resistance
that conventional employees can display. Likewise,
while innovation without controls may lead to
recklessness, controlling innovative employees may be
kin to canning sunshine.
Maybe even more challenging for managers
committed to change is enticing less risk-oriented
individuals to move out of their comfort zone.
Intellectually the more conventional employees may talk
about a willingness to change but when push comes to
shove, they fiercely protect anything of real importance
to them. They prefer to think things through and in the
end may feel better by playing it safe than risking
failure.
Innovators go for the gold without thinking too
much about possible downside. While they may live by
the "ends justifying the means", the more conventional
relish "better safe than sorry". While conventional
individuals may defend their scrutiny as wisdom,
opportunities pass them by while they ponder the risks.
Innovators may see the world through rose-colored
glasses while the more conventional may view life as a
path littered with land mines.
Fortunately managing change and encouraging
innovation doesn't have to be such a crapshoot
anymore. Executive and management teams now have
a tool at their fingertips that can predict how receptive
or resistant their workforce will be to change and how
individual employees and teams will cope with the
stress of innovation before implementation. Instead of
trying to navigate and avoid employee saboteurs
determined to undermine change, management can
focus their resources on training and implementation.
By marrying assessment and technology, the online
"TotalView Assessment System", can
accurately assess how individuals will respond to rules
and traditions or
react to change, how they will evaluate risks and
dodge bullets, and how they will adapt to a new way of
doing business verses protecting the status quo.
To learn more about TotalView and how it can help your organization innovate and change, click here. Type TotalView in the comment box and include the best times to reach you.
New Feature! Perfect Labor Storm Alerts
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Fact #1
In 1978 our workforce growth rate was 3.5
percent. By 2008, the Bureau of Labor Statistices
projects the rate to be 1 percent.
Fact #2
By 2008 the number of young adult workers, from
25 to 40 year olds, will DECLINE by 1.7 million. That's
1.7 million less workers to replace the nearly 77 million
baby boomers who will be eligible for retirement.
Fact #3
We now add fewer 25 and older workers to the
labor force each year than we did through the 1980's.
Fact #4
The population of the 60 year and older group in
the developed world will expand from 99 million in 1950
to 248 million at the turn of the century to 298 million
in the year 2050.
Fact #5
The 50 and older population from 2000-2050 will
grow at a rate 68 times faster than the rate of growth
for the total population
Source: Beyond Workforce 2020, Hudson Institute
Schedule Perfect Labor Storm Expert, Ira Wolfe, for your next meeting or keynote.
More TotalView
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New! All about TotalView slideshow
Business Values and Motivators is here!
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What attitudes do your employees bring to your
workplace? What attitudes are necessary to do their
job well? Business Values and Motivators measures how
people value:
Learning
Economic Return
Power and Position
Creativity and Uniqueness
Other People
Their own Belief System
Learn more about Business Values and Motivators.
Time is running out! Employee Selection and Job Benchmarking Workshop - Get Certified October 30 - November 1. Register today and save $500.
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In search of the Holy Grail of employee
performance? Then get trained in CriteriaOne - the best
job benchmarking and employee assessment workshop.
But don't just take our word for it.
"Light years ahead of the competition" says one
CriteriaOne participant.
"A must for anyone interested in lowering turnover
and improving productivity."
Here at UGI Utilities, Electric Division we are a
believer in the product (
TotalView) 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
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
With this background, (and the
tools) I can now more effectively assist our staff as
they
construct their personal development plans.
N.S., Department of Finance Training Administrator
Learn to interpret behavioral,
values, and personality assessments for selection,
coaching and development.
Improve your behavioral interviewing skills.
Perfect for hiring managers, trainers, and
internal/external consultants.
Register today and receive $1000 FREE assessment
services just for attending our Fall CriteriaOne Train-
the-trainer workshop.
Register more than one from
each company and save over 50%. Attendance is
limited to 10!
Become certified in CriteriaOne: The Whole Person Approach. Cllick here. Please indicate the best time and day to contact you.
Get Insight - Understand yourself and others
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Unlike other instruments that require lengthy, expensive
certification, or that apply classifications that
stereotype users, INSIGHT's common sense format
provides a balanced view of behavior.
Self-scored within 15 minutes, INSIGHT moves
quickly from developing a profile to applying the
learning. Participants develop important behavior skills,
including how to flex their style to manage conflict, and
facilitate team work. The instrument's clarity and
uncomplicated format allow you to integrate it into
existing training, or make it the center piece of a
program.
Use INSIGHT for:
Team Building
Conflict and Stress Management
Leadership Training
Interpersonal Skills, Sales, and Customer Service
Negotiation skills training
Get Insight with a 16-page team-building booklet.
Online Personality Screening for as little as $15
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FirstView(tm) is an effective way to prescreen
candidates
before using more expensive instruments or industrial
psychologists.
FirstView(tm) requires less than 10 minutes to
complete. A 6 minute cognitive scale can be added to
provide a more complete picture.
Fifteen different job reports and interview
questions are immediately available.
The FirstView(tm) Assessment is designed to
measure
an individual cognitive and interpersonal competencies
in the areas which are most critical to job performance
across a wide range of jobs including:
Hospitality
Food service
Retail sales
Drivers
and more.
Learn more about FirstView - View Sample reports here.
Reduce no-shows, theft, aggressive behaviors with the Best Pre-Employment Tool for Hourly/Entry-Level Employees
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You offer the job. He accepts -
But when he doesn't show up or arrives 45 minutes
late.
A few days later, you suspect he might be allowing
a few friends to "lift" a few items he thinks you'll never
miss.
You confront him and he loses his cool but not
before making a few racial slurs and sexual innuendos.
STOP! Counter-Productive Index is the answer. For
as little as $12 and 60 seconds of a manager's time you
can now pre-screen for:
Dependability
Dishonesty
Workplace aggression
Drugs
Computer abuse
Sexual Harassment
Save time, money and stress in your workplace by
screening out the chronically undependable, dishonest,
and aggressors BEFORE they become a management
headache and hiring mistake.
Learn more about reducing no-shows, theft and more. Click here.
Starbucks Employee "Expresso" Satisfaction
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Taking a lesson from the playbook of one of the world's
Most Admired Companies and Best Places to Work, a
survey of Starbucks employees determined "the
opportunity to work with an enthusiastic team" and "to
work in a place where I feel I have value" were the two
top reasons they stayed on the payroll. Their 82
percent job-satisfaction rating, conducted in a survey
by Hewitt Associates, blows away the dismal 50% rate
for all employers and 74 percent for other Hewitt's Best
Places to Work employers.
How do you stack up? Contact us today about online employee morale surveys.
Marching to a Different Bucket
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Just published in the September 2003 Business2Business
The lights are back on after the biggest blackout in
North American history. The cost to American
businesses has been estimated to be somewhere
around $6 billion. And although the exact cause of the
blackout has yet to be established, the root cause will
ultimately point to human error - the failure of leaders
and executives to build and maintain an electrical grid
that is reliable. Government officials and utility
executives simply failed to anticipate - or at least act
on their anticipation - the consequences of increasing
demand without assessing the vulnreability for a
complete system collapse.
Read "Beware the Talent Blackout" by Ira S. Wolfe
Take the heat and misery out of employee evaluations.
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Janus Performance Management System - tailored to
match individual needs by developing the competencies
that are most relevant for every job.
Ten stand-alone individual module workbooks are
divided into three volumes.
Janus provides a comprehensive, step-by-step
planning design to help manage this process effectively.
Janus not only provides a suite of goal setting and
appraisal forms and templates to help this action
planning process, but also helps to ensure that all
written documents are in plain language, complete,
comprehensive, and easy-to-use.
To view sample employee evaluation forms available in the Janus Performance Management System.
The Perfect Books for Energizing People and Exploring Values
~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~
Just released by Judy Suiter, one of the country's
experts on understanding human behavior and values.
In Exploring Values: The Power of Attitude, Judy
outlinesthe six values clusters (personal motivators) in
an easy-to-read primer format with examples of how
the different values clusters play out in real life - and in
the workplace.
Energizing People: The Power of DISC is a quick
reference guide to understanding the needs based
behavior of yourself and others. It brings the DISC
model to life with real examples and fun quips.
Order today and receive a FREE personalized DISC and
Values report.
Order Energizing People and Exploring Values today.
Contact Information
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email: iwolfe@super-solutions.com
voice: 717.656.4632
web: http://www.super-solutions.com
