Archive for Small Business
Best Hiring Practices Step #1
Hiring new employees as we all know can be challenging! How can it be easier on you you ask? Finding the best candidates starts by attracting the right individuals!
Are you aware that right now the most talented individuals are seeking employment? To seek out the “sharks” in the applicant pool, you will need to start by revisiting the job posting. Are you using the suited language in your posting that will attract the “sharks”? This is the first area to begin attracting applicants by utilizing NLP. Questions attract, statements repel.
We were recently working with a client who was having difficulty finding an executive assistant. There was certain skill set that needed to be fulfilled, however the challenge was finding the right mindset! Once we were clear on the traits the client needed, we revamped the job posting. We started receiving qualified applicants daily! Following the multiple best hiring steps, within days the client had the top five applicants to choose from! Not only were they able to fulfill the executive administrative posting…they also found a “shark” from those applicants to add for their sales/closing operations!
So I ask again, are you aware that right now the most talented individuals are seeking employment? Some are even coming in under the radar simply to obtain a position!
For further info: call Deka R Knutson at 702-375-9330
Think Tanks and Vision Statements
Ever wanted to run a think tank and really get something accomplished? Most teams struggle when it comes to the “execute” part after the think tank but in reality you could avoid all that with one simple step during the think tank session. The answer to this is sometimes even buried in your own Company’s Vision statement when you overlook the fact that the word you have been looking for all along is right in front of you.
Vision,,, the trick is to actually run this step during the session and use it to increase your level of success on the far end of the task at hand. Example, ask one of the team members what they will see when we take what we thought up in the “think tank” and put it into play. This is pretty basic NLP stuff but yes, you will start the process of change based on your never sleeping un-conscience mind of following through.
Ahhh, you say, the “Vision” statement literally means “visualize” what you will see when xxxxx is accomplished. Sounds trick right? Well it is and people have been using this for years you just might not have heard or seen it pitched this way. Play the game and see what you get.
Also make sure you run “outcome” based tanks ensuring it doesn’t turn into a “biiitch” session of all the stuff you aren’t getting done piled on top of the new found ideas you just came up with.
Examples;
“Bob what will that look like in 90 days, seriously describe it to me.”
“Susan, what will you hear from your staff when that is really in place.”
“Tim how will you feel walking to your next client knowing we have this system in place?”
These are just a few examples of some great questions to ask based on the “other side” of your hard effort of coming up with a plan in the first place.
Run it like a Business
Most every client we work with always ends up asking us for help with their business plan based on their Winslow Profile results. Running a small business can lead to big returns as long as you know with great clarity what your ultimate “outcome” needs to be.
This approach to “run it like a business” is called an “outcomes based business plan.” This is a very simply and non-complex version of how to have a great small business.
One of the first steps early in this process is to use a personality profile in order to gain insight into what drives your motivation. Some people think this is a given but are shocked to get their results back and find that they are driven by something completely different than just “ambition.”
This is a critical part your success in small business since it will shed some light on not only yourself but the team you have surrounded your self with. We have clients constantly come back to us and tell us that they never knew what all this really meant until they took a good look at the results. Here are some examples of the traits we need to focus on for this…
Leadership
Responsibility
Contentment
Recognition
Mental-toughness
Just looking at these words might not seem like too profound but knowing what is behind them can really lead to some significant performance insights.
If we just focus on “recognition” alone there can be a ton of information to gain from just getting feedback on your scale or need of it. Someone that is scores high for example on a scale of 1 to 10 is highly motivated by being recognized and recognizing others as long as they have a level of awareness to match it. Science shows that this is a core motivator in the person’s goals strategies. If this person is motivated by a higher need of recognition then we can capitalize on it by knowing when and how to give it.
On the flip side a person low in recognition will not “value” this level of recognition and will instead be motivated by a completely different set of values. For example they will be motivated by being allowed to work alone and feel more successful doing so.
Again this is why we chose the Winslow Profile to begin with to use with our clients. It gives us a great head start on finding out key factor like what we just mentioned above.
Development and Training
The Winslow Employee Development Reports will provide valuable insight into why some employees are functioning successfully and why others are performing unsatisfactorily. The Reports enable employees to capitalize on their personality assets and control behaviors that are limiting or preventing success in their positions. This proven program is a valuable aid in achieving and maintaining optimum personnel performance.
- Development
Improving personnel performance is an ongoing challenge to managers nationwide. Winslow Research Institute developed an innovative Employee Development Program to meet that challenge. The program complements management skill by preparing reports on the behavior and attitudes of employees, based on the results of assessment instruments. The Winslow Reports provide immediate and accurate insight into the characteristics that influence the success of your organization.
Research proves when employees fail in their positions, in more than 90% of the cases the failures are directly attributed to some aspect of human behavior. Individuals do not usually fail because they lack education, experience, training, or skills. They fail because their personality and behavior is not compatible to the behavioral requirements of their particular positions.
The Winslow Employee Development Reports will provide valuable insight into why some employees are functioning successfully and why others are performing unsatisfactorily. The Reports enable employees to capitalize on their personality assets and control behaviors that are limiting or preventing success in their positions. This proven program is a valuable aid in achieving and maintaining optimum personnel performance.
- Training
The term training refers to the acquisition of knowledge, skills, and competencies as a result of the teaching of vocational or practical skills and knowledge that relate to specific useful competencies. It forms the core of apprenticeships and provides the backbone of content at institutes of technology (also known as technical colleges or polytechnics). In addition to the basic training required for a trade, occupation or profession, observers of the labor-market[who?] recognize today the need to continue training beyond initial qualifications: to maintain, upgrade and update skills throughout working life. People within many professions and occupations may refer to this sort of training as professional development.
Some commentators use a similar term for workplace learning to improve performance: training and development. One can generally categorize such training as on-the-job or off-the-job:
- On-the-job training takes place in a normal working situation, using the actual tools, equipment, documents or materials that trainees will use when fully trained. On-the-job training has a general reputation as most effective for vocational work.
- Off-the-job training takes place away from normal work situations — implying that the employee does not count as a directly productive worker while such training takes place. Off-the-job training has the advantage that it allows people to get away from work and concentrate more thoroughly on the training itself. This type of training has proven more effective[citation needed] in inculcating concepts and ideas.
Training differs from exercise in that people may dabble in exercise as an occasional activity for fun. Training has specific goals of improving one’s capability, capacity, and performance.
Compare:
- Education
- Learning
I believe that Development and Training are similar words they both work hand in hand for success. It proves that they both have obligations for growth in Management, Sales Increase, Positive feed-backs, Cost Reductions, Identifying Employee’s Strengths & Liabilities.
1. If you believe that Development & Training are not the same please contact me I would like to hear your feedback.
2. If you agree and want more information about the Human Behavior Assessment Systems please call James.
3. Value of the Assessment equals Unlimited value to all.
James B. Rempas
Winslow Certified Business Consultant / Wellness Coach
773.428.3777
MindBodyTheory@gmail.com
http://mindbodytheory.com/Site/Welcome.html
