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.

Your Business

This just hit the news wire from Las Vegas…the Winslow Profiles are perfect for this “perfect storm.”

Click here

Can you imagine what it will be like in the next six months as they try to go through all these applicants?  The Winslow is built just for this reason. A fast and 100% objective way to get through this huge pile of possible candidates.

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