~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~
The Total View
The Whole Person Approach for Selecting and Managing Top Performers
December 10, 2003
~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~
-- A Remedy for "Open Your Mouth, Insert Foot"
-- Perfect Labor Storm Alerts # 46 to #50
-- A Women's Work Is Just Never Done!
-- Expert Training in CriteriaOne(r) Competency Modeling and Job Benchmarking
-- An Employee Evaluation System that Finally Works
-- Managing by Values(tm) - Aligning People, Culture, Strategy and Process
-- Take the Age Test.....More Questions
-- FirstView(tm) - PreScreen Candidates Quickly, Easily and Inexpensively - As little as $15
--
For Front-Line Managers and Supervisors Only
-- Employee Evaluations Made Easy - 360s too!
-- A Manager's Guide to Managing the Generation Mix - Only $9.95
Greetings!
Welcome to this week's issue of The Total View.
Which one of us hasn't opened our mouth and inserted
our foot - or at the very least watched someone else
eat crow. Then you'll likely enjoy this week's feature
column - and what you can do to keep the taste of
leather down to a minimum.
And back for round #2 is The Age Test, our most
popular column last week. Plus more about the Perfect
Labor Storm and several new training dates for 2004.
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.
A Remedy for "Open Your Mouth, Insert Foot"
~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~
You just thought you would save everyone some time.
So you jump right in and interrupt. You knew the
answer to the question and figured it would save
everyone a lot of time, even if the other person wasn't
finished with his (or her) first sentence.
You didn't mean to be rude or insult anybody by it.
You just figured that you would cut to the chase. Until
you hear in an angry voice, "Would you let me finish?
Just one time - do you mind listening to what I have to
say?"
The problem many relationships have is that other
people may have something to say and they want to
say it whether you think it is important or not.
Speaking their piece is more important to them than
hearing what you have to say.
So many of us learn to keep our mouths shut.
(Many of us never learn, either!) Keeping quiet of
course
doesn't mean you are listening. It just means that you
are not talking.
While the other individual is explaining his position,
your mind is wondering off in a million directions, just
advancing the time until you can finally say what's on
your mind. This too means that you hear only what
you want to hear.
To others, your interruptions are considered rude
and arrogant and not very respectful. Consequently
and despite your best intentions the
relationship goes down hill and all you tried to do was
shave a few minutes off a conversation.
Every individual's personal communication style is
affected by the 4 Ps. We each approach Problems,
People, Pace, and Procedures differently. How we each
approach the 4 Ps impacts our responses to every
situation or problem.
For instance. When soliciting information. Some
prefer prefer to "cut to the chase". These people also
prefer
bulleted lists rather than lengthy reports. They prefer
to make
decisions on their terms.
Others prefer to meet you face-to-face, get to
know you before making any commitment and dicusss
the events. Who is involved in
the discussion is often times more important than what
is actually discussed.
Still others prefer to listen to what others have to
say, then need to take sometime to mull things over
and
make sure everyone is on board before reaching a
decision. Finally the fourth group needs to know all the
facts (as opposed to the executive summary preferred
by the first group) and they want to read everything -
alone and thoroughly - before they will render even an
opinion.
Knowing when to cut to the chase and when your
audience needs time to discuss the issues or when to
send an email rather then meet face-to-face are just
two examples of skills that
differentiate the highly successful individual from the
less than effective.
CriteriaOne® P4 DISC reports help individuals and
managers alike identify their personal communication
styles and understand how their own unique approach
to the four Ps either energizes other's or just sucks all
the energy out of them.
By recognizing others' preferred styles and then
adapting to their preferred "language", credibility goes
up and tensions go down.
Identifying Communication Styles is as easy as D-I-S-C.
Perfect Labor Storm Alerts # 46 to #50
~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~
Fact #45
The number of physicians in radiology training fell
from just under 6,000 in 1994 to 3,600 in 1999.
Fact #46
It takes 10 to 12 years to train a radiologist.
Fact #48
The number of x-ray images taken in 2001 increased
78 %.
Fact #49
A patient over age 55 needs the services of a
radiologist 3X more often than a younger patient.
Fact #50
The vacancy rate for radiology technicians is
approaching 20%.
New! Visit the Perfect Labor Storm website.
A Women's Work Is Just Never Done!
~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~
Not only will millions of boomers be leaving the
workforce during the next few decades but many
active workers may be missing in action while caring for
elderly parents and relatives.
According to research by the Richmond, Va.-based
FamilyCare America Inc., there are 11 million to 16
million U.S. employees - the vast majority of whom are
women - juggling employment and long-term eldercare
responsibilities.
The impact on the workplace is staggering. While
the average length of eldercare is eight years, some
working women spend more years caring for dependent
elderly relatives than they do for their children. The
FamilyCare study estimates employers lose up to $29
billion annually from eldercare distractions that affect
productivity.
The study estimated caregivers forfeit roughly
$659,000 over the course of their careers to lost
wages, benefits and missed promotions. Those numbers
are expected to balloon to unprecedented amounts as
the working caregiver population soars to more than 50
million over the next 20 years.
Source:FamilyCare America Inc.
Expert Training in CriteriaOne(r) Competency Modeling and Job Benchmarking
~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~
Whether you are an external consultant looking to
improve your skills or an internal HR manager or trainer,
you don't want to miss the next CriteriaOne Train the
Trainer.
Learn to facilitate a complete competency modeling
blueprint for
organizations to identify, select and then promote the
best talent available. Learn to identify the
competencies of highly successful employees and the
personalites that drive this top performance and align
with company values.
Next Train-the-trainer workshop
January 15 - 17, 2004 - Lancaster, PA
Register before December 20, 2003 and 2nd person
is free. (Single registrants save $500 - register today.)
Register here for CriteriaOne Train-the-Trainer.
An Employee Evaluation System that Finally Works
~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~
Have you ever promoted an employee into a
position for which he or she wasn't qualified?
Have you ever lost a good employee because they
needed more from their work?
Have you ever paid out a bonus to an employee
who didn't deserve it?
We are pleased to introduce Pathfinder IPM (tm), an
online integrated performance management system.
Benefits of Pathfinder IPM:
Links individual bonuses to employee
productivity
and business profitability.
Pays for performance not tenure.
Takes the hassle out of employee evaluation.
Holds the employee accountable for meeting
their
individual goals and personal development.
Gives managers the ability to track employee
productivity 24/7
Call us today to receive an invitation for our next
Executive breakfast
introducing PathFinder, the integrated performance
management system. Seating limited to first 15.
Reservations restricted to CEO/Presidents/Owners, VPs,
HR and/or Hiring Managers.
See Janus Performance Management System below.
Janus Vol 2 includes dozens of sample evaluation forms
based on job-specific competences for various positions.
Take the hassle out of employee evaluation. Click here to receive an invitation to our next breakfast (in 2004).
Managing by Values(tm) - Aligning People, Culture, Strategy and Process
~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~
Discussing corporate culture might sound
somewhat "touchy feely," but companies who do shape
their culture tend to enjoy profits between 6 and 12
times
greater than their competitors. Few
strategies are more important to a company's success
than a culture that "walks the talk".
Transforming a business that is managed by values
is never easy...but through the pioneering work of Dr.
Michael
O'Connor and his Managing by Values(tm) process, a
successful roadmap for committed leaders
is available for leaders of all organizations.
Ira S. Wolfe, founder of Success Performance
Solutions, recently was certified by Dr. O'Connor to
facilitate the Managing by Values(tm) process. Many
of you might be familiar with Dr. O'Connor. He is the co-
author of The Platinum Rule and is founder of the
Center for Managing by
Values. He also co-authored with Ken Blanchard a book
titled "Managing by Values".
Ira is one of only a dozen international consultants
certified by Dr. O'Connor to deliver this program to
clients.
Build A Culture that Manages by Values. Click here to schedule a consult.
Take the Age Test.....More Questions
~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~
6. Long before he was Mohammed Ali, we knew him
as ________ _____.
7. You'll wonder where the yellow went, ______
____ _______ ______ ______ ____ ____________.
8. Before his role as Skipper's little buddy, we knew
Bob Denver as Dobie's best friend __________ __
_______.
9. Brylcream, _____ _____ _____ ___ ___.
10. Bob Dylan advised us to never trust anyone
over __.
See "Managing the Generation Mix" below.
Click here for Answers to the Age Test.
FirstView(tm) - PreScreen Candidates Quickly, Easily and Inexpensively - As little as $15
~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~
FirstView Job Fit assesses a candidate's performance
and compares his/her behavior mostly effective
behaviors in 15 job categories.
What FirstView Job Fit Measures:
FirstView is designed to measure an individual's
cognitive and interpersonal competencies such as:
Rules - consistency, ability to deal with
change, need for structure, ability to follow rules and
policies
Extroversion - need to work with others,
communication of enthusiasm, ability to talk or listen
Assertiveness - decision making, selling and
closing abilities, ability to handle confrontation,
willingness to take direction from other
Teaming - teamwork, collaboration with
others, competitiveness
Sensitivity - emotional stability, handling of
criticism and feedback, dealing with stress
Organization - planning, spontaneity, time
management attitudes, ability to handle details
Social Desirability - an internal validity
scale to determine if the candidate is being frank with
their answers
Cognitive Ability - an overall aggregate
measure of cognitive skills
A hiring manager can then select from 15 primary
job-type reports to quickly get a basic picture of an
applicants likely suitability for a position.
Persuasive Sales
Management
Financial
Healthcare
Production
Telemarketing
Sales
Customer Service
Information Technology
Food Service
Warehouse
Retail Sales Administrative
Engineering
Hospitality
Driver.
Each report contains specific Behavioral Interview
Questions Driven by Advanced Psychometric
Measurements.
FirstView provides state of the art behavioral
interview questions automatically. FirstView questions
are selected by advanced psychometric measurements
and probe only those areas that target an individual's
weaknesses in the prospective job.
More on FirstView -Request a FREE link for a personalized FirstView report.
For Front-Line Managers and Supervisors Only
~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~
Managing to EXCEL 2004 - Team Building
Workshops
Managing to Excel: Team Building Cluster is a
collection of 3 half-day workshops, each dedicated to
the development of three key team building
competencies:
Training, Delegating and Coaching
Appraising People and Performance
Disciplining and Counseling
Where: The Hampton Inn (Greenfield Corporate
Center), Lancaster, PA
When: January 21 - February 18 - March 17,
2003
What time: 8:30 AM to 12:30 PM
To learn more about Managing to Excel, Click
Here.
Register here and save $30 before December 29, 2003.
Employee Evaluations Made Easy - 360s too!
~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~
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.
Online 360 assessments now available!
To view sample employee evaluation forms available in the Janus Performance Management System.
A Manager's Guide to Managing the Generation Mix - Only $9.95
~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~
No doubt about it: The newest diversity issue in the
workplace is age diversity. Many organizations have
finally figured out how to recruit young talent only to
watch them drive down a collision course with
seasoned employees over issues like work ethic,
respect for authority, dress code and every work
arrangement imaginable. And they're not sure what to
do about it.
The fact is, generational conflicts are not merely a
matter of young versus old. They mirror critical
business issues every organization faces as it
transitions from the workplace of the past to that of
the future.
Managing the Generation Mix will help you place
your multi-generational team on the course to
collaboration.
Order Your Copy of Managing the Generation Mix.
Contact Information
~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~
email: iwolfe@super-solutions.com
voice: 717.656.4632
web: http://www.super-solutions.com
