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Posts Tagged ‘Leadership’

PXT Select ReportsWhat are the ways companies try to predict success in their hiring?  From an applicant’s resume they may learn: career history, job experience, technical knowledge, and potential references.  From the interview process, they hope to understand the applicant’s: thinking style, extent of technical skills, true job knowledge, problem solving skills, and typical behavior traits.  Following this, they hope for a good selection process to match the right candidate to the correct job.

What is the company had a better way of doing interviews that could insure a better selection process?  In a previous post, you learned that PXT Select assessment could be required by each candidate for the job position.  Once multiple candidate assessments are complete, management and human resources gain access to a range of reports that can used for the selection process, as well as other purposes after the hiring is complete.  Below is a list of the PXT Select reports and what is contained in each.

 

PXT Select Position and Single Candidate Reports

Report Name Results Summary or Definition Performance Model Interview Questions or Ideal Candidate
Comprehensive Selection

 

Candidate’s Results from the assessment compared to the Performance Model Range of scores typical for success in the position, with scale and job fit interpretations Series of personalized Questions based on the candidate’s fit to the Performance Model
Performance Model (for position) Definition of each of the styles and traits Range of scores typical for success in the position Statement describing the Ideal Candidate for this position will appear for each style and trait

 

PXT Select Single Employee Reports

Report Name Definitions Feedback or Results
Individual’s Feedback Each of the styles, traits, and interests that were measured by the assessment will be defined Personalized Feedback based on results and how they should be interpreted
Individual’s Graph Each of the styles, traits, and interests that were measured by the assessment will be defined after Results Results will be summarized on scales for Thinking Style, continua for Behavioral Traits, and a ranked-order list for Interests

 

PXT Select – Multiple Placement Comparison Reports

Report Name Performance Models Candidate Fit Comparison or %Fit
Multiple Positions

(1 Candidate to Many)

Range of scores typical for success in each position Candidate’s results from the assessment compared to the Performance Models The candidate’s Overall Fit for each of the positions
Multiple Candidates

(Many to 1 Position)

Range of scores on each scale typical for success in the position Each candidate’s results from the assessment compared to the Performance Models Candidates  results for each scale are placed together for easy Comparison

 

PXT Select – Misc. Management Reports

Report Name Results Feedback Definitions, Reflection, or Action
Coaching

(1 to 1)

Assessment results are compared to the Performance Model, which show the range of score typical for success in the position Feedback personalized for the individual based on the results and how they should be interpreted Thinking Style and Behavioral Traits will be Defined following the results summary
Manager-Employee

(1 to 1)

Manager’s assessment results are compared to the employee’s on 9 different scales Personalized feedback based on how manager‘s results compare to employee’s Reflection includes quick review, questions to answer, and an action plan
Team Each team member’s assessment results placed together on 9 behavioral scales Feedback for each scale based on personal and team’s responses Team averages and personalized tips for Action planning

 

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When I facilitate a leadership or sales workshop, I am often asked for suggestions on books to read.  With that in mind, I placed on my website is a list of book suggestions on the different topic areas of training my company does.  Many of these books are classics and a few are new.

I was recently given the newest book by my friend and publisher, Tracey C. Jones.  It is called A Message to Millennials. Below are three key leadership tips taken directly from the text of this book.  Although the book is directed at millennials, smart leaders from the boomer generation have been doing these tips for some time.  If you are not sure what the difference between these two generations are, check out Parade Magazine article on Millennial Vs. Boomers: Habits and Characteristics.  At the bottom of this post, you can also find a video with more about the book and how it can impact business.

  • Expose yourself to the experiences of the great minds who have gone before. In other words, read great books. You don’t have enough time to make all the mistakes, profit from all the failures, and earn all the stripes on your own. Read profusely about how the greats of the past dealt with their individual challenges.”
  • “Create your own best leadership path. Don’t just seek to become rich; seek rather to enrich.”
  • “Truly, the most important part of management is managing yourself. This includes staying focused on people and books that will hone your sense of personal motivation. You need to do this every day for the rest of your life.”

 

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Three Great Sales BooksIf you want to get better at sales, you must keep educating yourself on being a better sales person and communicator.  An easy and enjoyable way to do this is to read books.  Reading a book helps you to go deeper into new concepts, review tried and true strategies, and engage your brain.

To Sell Is Human:  The Surprising Truth About Moving Others by Daniel H. Pink uses Dan’s study research in his “What We Do At Work” to validate what I have been preaching for years, “Everyone Sells”.  This book offers practical insight as to how to use the gift of communication to move people from A to B. That’s what selling is all about moving people, encouraging them to willing make a change, open up their mind to a new idea or persuading them to your way of thinking in a manner that is non combative. This is a book for every sales professional who wants to communicate better with customers!

Three Value Conversations: How to Create, Elevate, and Capture Customer Value at Every Stage of the Long-Lead Sale by Erick Peterson, Tim Riesterer, Conrad Smith, and Cheryl Geoffrion is filled with hidden gems.  This book delivers strategies on how to be engaging throughout the sales process. A key element of the book is about learning to build a buying vision and tell the story of how your product and services supports their vision. If you are looking to become a valued partner within your client organizations, this book is a must read on engagement!

The Score Takes Care of Itself: My Philosophy of Leadership by Bill Walsh, with Steve Jamison and Craig Walsh, is a must read for sales representatives and management leaders everywhere! This book focuses on monitoring and measuring what matters and if you do what it takes, the score will follow.  There are lots of golden nuggets throughout this book to help every professional level within your company’s sales department.

For more sales success reading suggestions, visit the Peak Performance Solutions resources for a book list.

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leader1Below are 5 tips leaders may find helpful to increase their influence in the business world.

1.  Invoke The Platinum Rule versus the Golden Rule – Treat people as they want to be treated!

2.  Go the extra mile:

  • Do what you say you are going to do
  • Embrace the Cajun term Laniappe: “A little something extra”

3.  Do the right thing by:

  • Being consistent in your leadership and management approach
  • Recognizing you are the driver and the role is different than a passenger
  • Telling people what they need to hear versus what they want to hear

4.  Use words that invoke unity – “We” versus I or They.

5.  Practice sincerity in praise.

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leader1Here are a few tips for leaders to consider with giving statements of appreciation to employees and team members.

Understand there are 3 types of compliments:

  1. Directly given to the person
  2. Indirectly given about the person to someone else
  3. Sharing with the person through someone else

6 Tips to ensure the perception of sincerity:

  1. Don’t compliment or thank the obvious.
  2. Never compliment or thank the [what],unless you tell them the [why].
  3. Compliment and thank actions and accomplishments versus appearances.
  4. Compliment and thank everyone!
  5. Pass on compliments you hear about someone.
  6. Written compliments and thank you notes go a very long way!

 Take the Compliment Challenge! 

I agree to give ______ sincere compliments per day for _______ days. Of these, at least _____ per week will be written

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2016 has already started with or without you!  Blink, the holidays over!

I actually experienced a nice vacation in NYC enjoying Rockefeller Center and all the other wonderful things “The City” has to offer and then a few days of pure rest in Oklahoma closing 2015 and entering into 2016.    No computer, no work and it felt good.    A week later back to work and whether I like it or not, this year is moving with or without me.  I realized yesterday, I had not taken the time during that time-off to reflect on what I had accomplished nor write any new goals for the New Year.   This is the time of year I usually take stock of where I am and where I want to be.  As Yogi Berra said “If you don’t know where you are going, you may never get there.” 

goalDEFSitting in a Bible study hosted by a legend, Mr. Garry Kinder of Kinder Brothers International, it reminded me to take time to put my dreams and goals for my life and the New Year in writing and keep them in front of me.   While I take the topic of goal setting for granted due to growing up in the life insurance industry, I realized how many people do not have any formal process nor recognize the importance of taking the time to write the goals and action plans down on paper, for no other reason than they have not been shown how.  So here are a few great tips that Garry Kinder reminded me of along with a few tips that work of me.

  1. Know what your Chief Aim is in Life – Dream and Dream Big. To paraphrase Daniel Burnham, “there is nothing in the small dream that stirs the blood.”
  2. Goals are what help you meet your dream and goals are set to be met. Set goals for various aspects of your life including:  Business and Professional, Educational, Physical, Financial, Personal including family and hobbies, and don’t forget Spiritual.
  3. Tom Landry was the first to promote setting two goals, your superior goal and your minimum. Your minimum is the accomplishment that no matter what gets in the way, except an act of God, you will meet.  Let me repeat, goals are set to be met!
  4. Break your goals down into daily “do-ables” and put an action plan in place to get thing done.
  5. Monitor and measure where you are on a weekly basis and make adjustments along the way.
  6. And as my husband says, “GOYA” – Get Off Your Anatomy. Or as Nike says, “Just Do It”.  You can talk about your dreams all day and wake up mid-life to have others realize, “they are just a dreamer” rather than a success.   Garry Kinder, God bless him in his 80’s stated, “You can’t coach people who live in la-la land.”
  7. And the greatest Garry Kinder statement that I walked away with after the goal setting talk was, “Compete, but don’t compare.” Compete, work to accomplish your goals, financial and otherwise, but do not compare yourself to others.  Competition is good; comparing can hurt us and others.

To learn more about goal setting for sales results, chapter one of my book, The Sales Messenger: 10 Lessons for Sales Success in Your Business and Personal Lives is all about setting sales goals and how to accomplish them.    Invest in yourself; hire a business coach, a sales coach, personal trainer or anyone else who can help you in this process.

Dream big, set goals, and develop a plan.  Make 2016 your best year ever!

 

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Team Lead, the Leadership Team, The Executive Leadership Team, the Senior Leaders are all common terms in the workplace.    Is there a fundamental difference between leaders and managers?  Are we doing harm by using the term to describe individuals or groups as leaders when in fact, they may not truly be leading at all?

How often have you seen someone in what is defined as a leadership position lack integrity, be out for their needs or their team needs versus the good of the company, or simply just “hobble along”?   In call centers and factories, we often give a solid worker a promotion with the title of leader without providing them an ounce of leadership or management training. It like we are saying “They make our widget well, so what the heck, let’s promote them.”

leadership

Leadership Qualities

It is more common than not to have managers in our training sessions, some working in an organization for over ten years, who have not had any management training.  The interesting part is they are hungry for it and often our best participants.   So what in fact is a manager? What is a leader? Is there a difference?  How do we move the best managers into great leaders who can build high performing teams?

First let’s define the words, per the Oxford Dictionary:

  • Leader – “the person who leads or commands a group, organization, or country.”
  • Manager – “person responsible for controlling or administering all or part of a company or similar organization.”

A key word to note that may be the fundamental difference is the word “command.”  I have seen many people with leadership roles that deserve the title manager versus leader.

  1. A leader commands it and not by power or authority. They do it because people want to follow them by virtue of their presence, their values, and have earned their respect.
  2. A manager may command something however; it is by power or authority. In other words, people follow not because they want to but because they have to!

A manager is in place because of a given title; a true leader may not necessarily have a title.   Stating that, we can certainly have great managers as well as the horrible manager.  The great manger may also take on the role of a leader and we see this in work, politics, and the military.  So let us not throw around the title of leader too freely.  Instead we save it for the leaders who capture our hearts and “earn” our respect.    A few differences to note:

Leaders: Managers:
  • have willing followers
  • manage people and processes
  • take people from point A to point B, they are leading somewhere
  • make sure the current initiatives are successfully executed
  • represent the present
  • stay one step ahead of the game
  • plays in the game

As you can see from the above list, there a fundamental difference between people who are leaders or managers.  Next time you decide to describe an individual or group as leaders, stop and review whether they actually fit the title.

If you hold the title in your organization, look behind you – do you have followers?  Are they true followers that would go beyond the call of duty because you asked them to?  Always ask yourself “how can I be a better leader?

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