“Patience is the primary virtue needed in order to reach your destiny.” Tony Evans, Detours We use the DiSC model in leadership training. As you can see below, the first question asked of people when they are trying to determine their DiSC style or the style of another without the assessment is, “Are you cautious and reflective or are you fast-paced and outspoken?” I’m so fast-paced and outspoken, you don’t even need to ask the next question (questioning and skeptical or accepting and warm?). I am a Di or an iD all day long. So, it’s obvious that patience is not one
Candidate experience isn’t just about getting people to apply for your opening positions. It is also about getting them to continue to or start buying your products and services. In a recent candidate experience study by IBM, “candidates who are satisfied with their experience are twice as likely to become a customer of the hiring organization compared to unsatisfied candidates (53 percent vs. 25 percent).” So you may not care if an unqualified applicant applies for your openings, but you definitely want everyone to continue or start buying from you. With this in mind, communication is the most critical piece
This post was originally published on August 30, 2013 and has been updated. Mission statements are critical to directing success. Companies have them, why don’t individuals? Having one can help you focus and reach what you want to accomplish in life by answering the who, what, why and how of you. Its not a mission statement unless it is written down. Whether or not you are trying to make career or college decisions in your life, everyone needs to have a personal mission statement. The exercises focused on identifying finding your talents, passions and values, for career purposes are a good starting place to help
A production line worker is promoted to line supervisor, yet he is still running the line like the rest of his team. A department Vice President is still solving day-to-day issues and is drowning in a to-do list that has nothing to do with leading the people in her department. At every level of the leadership hierarchy, I see it often. Leaders not leading. Yes, they are busy doing, but they devote little to no time leading people. And if they just led more, it would actually shorten their to-do list! They were stars at their functional roles, so what
One of my favorite things to do for companies is to help them understand what distinguishes high performers from average and/or low performers in their organization. The purpose of this could be for a variety of reasons, but oftentimes, it is to help companies create a profile and tools to select the right talent. We ask the clients to provide us with the opportunity to talk to high, mid and low performers. We ask them a series of job analysis questions and watch them work for a bit. While we watch them work, we ask them questions about what they