The lack of Personal Accountability is one of the top reasons organizations and individual team members do not perform where they could...
How often have you heard a team member lament, "Why are customers and fellow employees so cranky?"
How about, "When will I get what I am really worth?"
And, "When are THEY going to get it?"
Or this timeless classic, "Why does this always keep happening to me?"
These questions rob you of Possibility!
These questions are questions of no Possibility. The bottom line is I cannot control what others will choose to do. I can only choose to control what I do. Anxiety and uncertainty result from asking questions of no Possibility. Try asking questions where you have control. The most control we have is within ourselves.
So if we can't control what others will do, let's work on me... I can't control when I will get the big raise I want, but I can control how I behave. If I behave in a negative manner because I am not getting my raise fast enough, then I will pretty much guarantee that I am demonstrating I don't deserve one in the first place.
We must learn how to tell our stories from a position of power rather than of no hope and possibility.
Start asking yourself:
"How can I best help my team?"
"How can I positively touch the lives of everyone I meet today?"
"What can I do to help my customers have a better day?"
"What are all the ways I can make a difference in the world today?"
By asking the right question, I gain back control over the situation.
Personal Accountability begins with YOU. Whether you are a manager, leader, front line team member or all the above, lead by example. Be a Rainmaker.
If your team member is grouchy and infects other team members, it's your problem. You have a choice in how you respond. It's up to you to help that team member change positively.
If your team member doesn't understand you, it's your problem. You are responsible for helping them understand.
If your customer doesn't tell you the whole story so that you can properly help them, it's your problem. It's your responsibility to clarify their needs.
Exercise For Now - Over the next several days - Ask yourself - What will I do to hold myself accountable? Be specific.
Exercise Each Week - Ask yourself and your team members - "What did I do this week as an example of personal accountability?" Support one another. Coach fellow team members to be accountable.
You may also like these posts:
A Powerful Question You Need To Ask To Assure Personal Accountability
Positive Mindset - Keep Focused On What You Do
Happy Monday Everyone!
Welcome to the latest edition of Human Capital Strategies! Each week, we give you insight into the 5 most interesting blog articles of the week. They will help you improve your most important assets, your people and yourself. This week, we feature posts, which contain information on ……!
We hope you enjoy!
See you next week!
Tim Sackett, TLNT: What Do YOU Do When You Let Bad Hire Worse? - Have you ever been involved in a company who had a horrible hiring manager? This is exactly what Tim is talking about in this post. Do not let bad managers hire even worse employees! Usually the case is that the bad managers know they are bad and will do anything to protect their position…so what do they do? They hire even worse employees to make them look good. Check out this post to see how you can put a stop to this!
Follow Tim on Twitter: @TimSackett
Incentive Intelligence, I-2-I Blog: Collective Vs. Individual Benefits? Which Makes Us Happier? - What truly makes you happy at work? Money? Engagement? In this post Incentive Intelligence suggests to ,”worry less about the money, the benefits, the perks (or even company performance – isn’t that the analog for a nation’s GDP?)… worry more about putting in place a structure that enables and encourages social networks and social connections and make sure the work environment is friendly, comfortable, etc.”. What are your thoughts? Are you employees happy with solely their individual benefits? Or do they need more?
Follow Incentive Intelligence on Twitter: @IncentIntel
Mary Jo Asmus, Leadership Solutions Blog: Influence Begins on the Inside - Do you know the secret to influencing others? You aren’t alone. In this post Mary shares how to successfully influence others. Do you still want to know the big secret? Well look no further…there isn’t one! Mary states, “It takes time to understand and build form the inside out in order to influence others.” Check out this post to find out where you can start truly influencing others.
Follow Mary on Twitter: @mjasmus
John Lux, The Innovation Studio IDEAS Blog: Sales Strategy 2012: Shut Up! - How many times have you sat in a meeting of some kind and realized that the person presenting just kept talking, and talking, and talking. It gets old quick doesn’t it? In this post, John explains that he has been on both sides. (The presenter and the person being presented to) John suggests a new 2012 sales strategy to try, “concentrate on listening to our potential clients talk to us instead of us talking to them.” Check out this post to see more of what John is talking about!
Tanveer Naseer, Tanveer Naseer’s Blog: The Role Leaders Play In Discovering Your Organization’s Hidden Talent - Do you ever see talent in your organization that is just waiting for their moment to break free and become a leader? It happens each and every day. Hidden talent is everywhere! In this post, Tanveer uses the example of Jeremy Lin, the now famous NBA star who went from being a benchwarmer to the point guard of the New York Knicks in just 2 weeks! Tanveer goes on to list two skills and attributes that help explain his point. So what are you waiting for? Check out this post to see how you can help your hidden talents break out and shine in success!
Follow Tanveer on Twitter: @TanveerNaseer
Recently I had an opportunity to sit in on a keynote presentation focusing on branding strategies from Justin Foster of Foster Thinking.
One of the ideas that stuck with me from the session was a point he had made about having Standards versus Rules as the fabric of an organization’s culture.
This brings up a very interesting point as to how different organizational cultures ultimately affect the success or failure of that organization, along with the engagement of its employee team members.
Specifically, what type of leadership style relies on Rules, versus those that have a set of Standards as the guide?
What exactly is the difference?
Rules tend to take on a negative, or more limiting connotation. They are the limiting factors to which people are forced to confine to. When rules are not followed, it is typically followed with some sort of negative punishment to correct the action. While this was a popular style in the previous decade, it seems to have already lost its effectiveness with the new generation of employee team members.
Another issue with rule heavy cultures is that someone needs to be there to enforce them constantly. Otherwise people will look for ways around them or blatantly break them.
On the other hand, when we think about Standards, I believe it speaks more to a certain “higher” level at which we aspire to be, or attain.
These guiding principles are the backbone of who and what the organization is, allowing the team members to serve both their internal and external Customers in a way that clearly represents their brand.
Take a minute and think about the true high performing organizations… Do great leaders want to limit their people by controlling every single step taken? Or inspire them to live up to the “bar” which is already set very high, and overachieve beyond any goals that may already be set?
Strong visionary leaders tend to set and rely on Standards versus Rules as a means to help guide their organization, allowing their most important asset – People – to maximize possibility.
Organizations with weaker cultural norms and/or weak leadership tend to create a more rigid rules structure to try force their people to do things a certain way. While this may create a short-term fix, in the long run it will create resentment among team members, and may lead to the bigger issue of disengagement and an overall lack of effectiveness.
Does your organization have Standards or Rules?
Post your response in the comments section. We would love to hear your feedback!
I have not always been a fan of Apple. Ten years ago, I did not have a single Apple product in the home or business.
Today, I am a serious fan of Apple because their products make my life more far more productive and fun. Every team member in our office has an iMac or MacBook Pro. I believe a beautiful, fast iMac creates joy for our employee team members.
My family has several iPods, iPads, and iPhones, and we just brought an iMac into our home office.
How is it possible that a single company can create multiple products that literally create or shape multiple industries?
It became possible with the commitment of Steve Jobs. All evidence suggests that Steve Jobs was committed to having the best possible talent on the team with the best possible processes in combination with the best possible Culture.
Do you have that commitment?
The opportunity is obvious. How does one emulate the best management practices of Apple? Because Apple is hyper-secretive, their practices are difficult to study. Furthermore, because Steve Jobs was a very misunderstood and recognized brilliant man, many believe that the management secrets that created Apple are difficult to reproduce.
I beg to differ.
I have read several books about Apple and the best thus far is “Inside Apple: How America’s Most Admired – and Secretive – Company Really Works.” by Adam Lashinsky.
By the way, I read “Inside Apple” on my iPad using the iBook app. If you are not using it, I recommend doing so.
“Inside Apple” is well-written and a must read for those serious about creating excellence in their organization. This book is on my “virtual shelf” right next to “Winning” by Jack Welch.
Apple’s culture may be characterized by five core beliefs that are seemingly solid and non-negotiable. These core beliefs are:
- Clear Direction
- Individual Accountability
- Sense of Urgency
- Constant Feedback
- Clarity of Mission
In working with companies large and small over the last decade, I have come to see serious problem areas around these core beliefs.
- How clear is the direction of your company?
- Is each employee team member accountable?
- Is there a sense of urgency to improve your product / service?
- Is your feedback candid or watered down?
- How clear is your mission?
Great companies are crystal clear about these five core beliefs and they do not negotiate with employees about these values. The needs of an company, shareholders, and the families that depend upon success far outweigh the needs of individual employees who are unable or unwilling to believe.
Happy Monday Everyone!
Welcome to the latest edition of Human Capital Strategies! Each week, we give you insight into the 5 most interesting blog articles of the week. They will help you improve your most important assets, your people and yourself. This week, we feature posts, which contain information on communication skills, conflict resolution, sales strategy, and even a few inspiring stories!
We hope you enjoy!
See you next week!
Denny Coates, Building Personal Strength Blog: The Secret to Great Achievement- You Really Gotta Wanna - In this post, Denny points out that the 2011 NCAA men’s division 1 basketball tournament turned out to be a very strange one. Not 1 number one seed made it into the Final Four! Now if you watch any basketball at all, you know that this barely happens! Denny goes on to explain that it happened because the underdogs wanted the win more, so they fought harder! Denny explains why this is so important to do in life! Check out this post to see how you can achieve greatness!
Follow Denny on twitter: @dennycoates
Janet Stucchi, Inside Sales Experts Blog: Sales Lessons from ‘Angry Birds’ - Are you addicted to those little birds and green pigs, it’s ok if you are, you are not alone! Many people are! In this post, Janet explains some sales lessons that are inspired from the much-loved game of Angry Birds. So what are you waiting for? Tear yourself away from Angry Birds for one minute and check out this great post!
Follow Janet on twitter: @jstucchi01
Lisa Petrilli, Visionary Leadership: What Leaders Need to Know about Resentment and Conflict - Do your friends or colleagues resent you for something good in your life? Do you resent your friends or colleagues? In this post, Lisa examines resentment and conflict. Lisa discusses the bestselling book, “Have a Nice Conflict”. Check out this post to see what the authors have to say about conflict.
Follow Lisa on twitter: @LisaPetrilli
Kati Nelson, Tough Motivation: Stop Being a Sissy La-La - We all know them…complainers! If you have to constantly deal with complainers, or if you are a complainer yourself, it is time to put a STOP to it! In this post, Kati explains that she get’s it, we all have bad days! Kati lists two ways to handle life when it throws you lemons!
Follow Kati on twitter: @NelsonKati
Michael Hyatt, Intentional Leadership: The Secret to Happiness as you Get Older - Are you in need of some inspiration in your life? In this post, Michael provides a wonderful Youtube video. Anthony Robbins interviews Alice Herz Sommer, a Holocaust survivor who is 108 years old. Alice shares her secret to always staying happy. So take a few minutes and hear her story. You won’t regret it!
Follow Michael on twitter: @MichaelHyatt
I am sure you have heard the nursery rhyme "Old McDonald Had A Farm." Well, he did not have a farm. There is a McDonald that is far more popular than the nursery rhyme, and you probably regrettably ate it for lunch. Yes, I am talking about the franchise that averages billions of dollars in revenue each year and serves 29 million people everyday in 121 countries, McDonalds.
McDonalds was established in 1955 by Ray Kroc. The history of Ray Kroc's success goes far beyond his years when scientists first began using phrenology to predict the performance of an individual based on individual differences in the skull and their psychology. Phrenologists believed that you could predict the performance of an individual by having a client give them descriptions of themselves and find bumps on the skull that fit this description.
The idea of phrenology seems very irrational today. However, when Ray Kroc was 4 years old he underwent a phrenological examination predicting that he would someday work in the food industry. Maybe they were predictive after all?
Although phrenology is no longer used today and seems inadequate at predicting one's performance, the idea of predicting the future performance of an individual is actually more accurate than ever through the use of Personality Profiles.
The Personality Profiles used by The Rainmaker Group team go far beyond mere speculation and go much more in depth than phrenology did. Personality Profiles give leaders of a company the ability to see the Behaviors, Values/Motivators, and Attributes of a candidate during the hiring process.
While phrenology lit the flame for predicting an individual's performance, Personality Profiles have made hiring far more predictive than the phrenological examination.
Other blogs you may enjoy:
Using the DISC Personality Profile & the Platinum Rule in Business
Some HR Professionals Are Stuck In The Stone Ages
Rethinking the Real Cost of Pre-Employment Personality Profiles
Source: Lawson, R., Graham, J., Baker, K. (2007). A History of Psychology Globalization, Ideas, and Applications. Upper Saddle River, NJ: Pearson Education, Inc.
Low sales performers drain the lifeblood from your profits and occupy valuable sales management time.
You already know all too well... Some sales people produce far more and some produce far less.
Take a few minutes to pull up the sales performance numbers of your sales team.
- Who are in the top ten percent of your sales performers? What did they produce?
- Who are in the bottom ten percent of your sales performers? What did they produce?
Subtract the bottom ten percent average from your top ten percent average. This number is what we refer to as the "Rainmaker Performance Spread."
Our research has found that the top ten percent typically out-produce the bottom ten percent by 10 to 20 times.
What effect does the "Rainmaker Performance Spread" have on sales?
The bigger the spread between your top and bottom performers, the increased potential you have to significantly enhance your bottom line.
What should you do right now to improve your sales productivity?
- Use a validated sales personality test to identify sales performance potential in your existing sales team.
- Purposefully identify and hire the best sales talent possible.
When you hire the best sales talent possible, you naturally improve your sales team and profitability.
Check out some of our other posts on sales:
When Buying or Selling a Company, Evaluate the Sales Team
How To Be A Rainmaker Sales Professional
Leveraging Your Sales Talent Selection Process
Happy Monday Everyone!
Welcome to the latest edition of Human Capital Strategies! Each week, we give you insight into the 5 most interesting blog articles of the week. They will help you improve your most important asset, your people. This week, we feature posts, which contain information on leadership development, sales strategy, employee engagement and much more!
See you next week!
TribeHR, Workplace Tribes Blog: What is a “top” employer? - We have all done it, as soon as a list of “top employers” gets posted; we click through to see where we should be working. Many employers often wonder how to get their organization on the list. This post from TribeHR explains what truly makes a top employer!
Follow TribeHR on twitter: @tribehr
Ron Karr, Ron Karr’s Business Development Blog: 4 Steps to Close the Deal - Do you find yourself having the most problems when it comes to closing the sale? Maybe it is time to take a further look into the problem. In this post, Ron explains, “The problem is not closing, but rather opening.” Take a look at this post to see how you can properly open a sale for a more successful outcome.
Follow Ron on twitter: @ronkarr
Nancy Nardin, Smart Selling Tools Blog: Show & Tell: What Kindergarten Taught Me About Selling - Remember the good old days? When you would get something new, and couldn’t wait to run to school the next day to show it off in show or tell. In this post Nancy compares the teachers tactics of show and tell to sales strategies. Nancy states, “Sometimes in sales, we forget about the showing.” So what are you waiting for? Check out this post to see how you can stop just telling and start showing and telling in sales!
Follow Nancy on twitter: @sellingtools
Linda Fisher Thorton, Leading in Context Blog: Top 100 Thinkers in Management, Leadership and Business - This is an excellent post containing many lists that feature the top 100 thinkers in management, business, and leadership. Linda has searched the web for the best of the best and provides them in an easy to use blog post. What could be better access to the top of the top in business, management, and leadership, right at your fingertips?
Follow Linda on twitter: @leadingincontxt
Dan Rockwell, Leadership Freak Blog: How to Enhance Authority Without Being Bossy
- How many “leaders” do you know that look down on you from the top and treat you accordingly. There are too many out there. In this post, Dan explains hot o lead from the bottom. Dan provides many questions to ask when you find your self in a similar situation. Dan states, “Enhance and extend your authority by using it less. Use your authority to give authority.” Check out this post to gain a better understanding of leading from the bottom up.
Follow Dan on twitter: @theleadershipfreak
The recent film, Moneyball, is based upon actual events in 2001 – 2002. Moneyball shares the fascinating story of the Oakland Athletics and their general manager, Billy Beane’s passionate effort to put together a competitive team relative to clubs like the NY Yankees but with limited financial resources.
The primary storyline of Moneyball is that the collective wisdom of baseball players, managers, coaches, and scouts is subjective, biased, and often wrong. Statistics such as stolen bases, runs batted in (RBI), and batting average were typically used to gauge the future potential of players. This was/is flawed reasoning.
Beane meets Peter Brand, a Yale University economics graduate with innovative ideas on how to assess the value of an individual ball player. Prior to Brand’s approach, scouts relied on their experience and intuition, which was biased. Brand’s statistical strategy selected players based almost exclusively on each player’s on base percentage (OBP) and slugging percentage.
In other words, Brand identified a statistical model that predicted exactly what contributed to a successful baseball player and team.
As a result of this statistical approach, Beane and Brand pulled together a team of undervalued players for the Oakland Athletics with high OBPs. These undervalued players were not on the “radar scope” of scouts because each player had something that made them less valuable from a traditional scout perspective.
The scouts were looking for "pretty players," while Beane and Brand were looking for players who could get on base and score runs. As you can imagine, the scouts and team manager did not support the new strategy.
As I watched Moneyball, I saw parallels to how talent is typically selected in Corporate America.
Over the last decade, my team has been using a statistical approach to identify top talent that predicts they will do a job well – particularly sales people. The approach used by my team to help organizations find top talent is much like that of Beane and Brand’s approach to finding the top baseball team. Like the two, we also run into a roadblock within organizations much like the scouts and team managers were to Beane and Brand, except our roadblock is called HR.
The scouts and team managers of the Athletic’s were very stuck in their old ways and unwilling to try a new statistical approach. HR is also stuck in their old ways and refuses to hire based on statistical evidence. HR is stuck in their traditional biased ways when it comes to selecting talent – even in the face of obvious statistical data suggesting their way allows low performers to get on the "bus".
My question to you is, “Do you have an objective employee selection program that cuts past human bias?” There are multiple studies demonstrating that the interview process is inherently biased. Human beings are inherently biased. HR is human, they are biased too.
The only effective way to identify top performing talent more consistently and to reduce the potential for human bias is to develop a Job Benchmark. When a validated personality profile test is used to identify the core Behaviors, Values, and Attributes necessary to do the job well, better talent is identified.
The approach used by Beane and Brand in Moneyball led them to wins. It also led the Boston Redsox to a World Championship when they adopted the approach the following season. If you want your organization to WIN, you have to remove human bias from the hiring process by using validated personality profiles to find the right person for a job.
You are the leader of a team that consists of team members that are calling in sick often, arriving later to work, leaving work early, prolonging their breaks, taking more vacations, spending more time at the water cooler, and just not working.
Do you have a lazy team? Are you handing out boring tasks? What is the problem?
Your team is lacking motivation, and rather than trying to motivate them with an office party or bonuses for everyone that performs well, maybe you should first ask this important question.
What will motivate each individual team member?
Not every person is motivated in the same way. However, finding what motivates an employee can be complicated. You have to understand what they value based on their personality style.
The following is a guide to Workplace Motivators® that can help you understand your employee’s motivation and get them back to work!
- Individualistic/ Political – These employees want to take control of their future and the future of others. They desire to be in power. One of the best ways to motivate this person is by putting them in charge of a project. If you are not sure whether or not they can handle this power, start with a small project.
- Utilitarian/ Economic – These are the employees you can motivate with a bonus. Their desire is to reach a return on investment. A small pay raise or bonus for work well done could go a long ways with these employees.
- Theoretical – The motivation for this personality type is an appetite for knowledge. Provide opportunities for this type of employee to do working tasks that require them to learn new things.
- Aesthetic – The employee with aesthetic motivations is a bit more complicated to manage. This employee is motivated by form, balance, harmony, or a combination of all three. To find what motivates this person, find out their interests. For example, an employee may like sculptures, so talking with them about their interest or allowing them to display a sculpture in their office can help to motivate him or her.
- Social/ Altruistic – This employee is motivated by helping others. Giving them tasks that helps him or her to make a difference in someone’s life will keep them motivated.
- Traditional/ Regulatory – This type of employee is focused on a systematic way of living. It is important that their personal standards or rules are in alignment with that of the organization. This may be the most difficult type of employee to motivate because he or she believes that his or her personal system is the best way of doing things. Often the person’s religion is the basis for his or her's personal system. Motivate this person by putting them in a position that allows him or her to work according to their systems. However, if the person’s systems conflict with that of the organizations, he or she might not be suited for the organization.
When you understand the psychology of your employees, you can find what truly motivates them. Using the Workplace Motivators® will help you to do exactly that!
Happy Monday Everyone!
Welcome to the latest edition of Human Capital Strategies! Each week, we give you insight into the 5 most interesting blog articles of the week. They will help you improve your most important asset, your people. This week, we feature posts, which contain information on employee engagement, employee retention, communication skills, sales strategy and much more!
Enjoy, See you next week!
Bryce Christiansen, Balanced WorkLife Balance Blog: Why You Will Fail to Have a Great Career - We all want a “Great” career. In this post, Bryce describes the popular TED talk by the economist Larry Smith. Bryce does an excellent job of summing up the TED talk by Larry which explains why people will fail if they are striving for a great career. Larry states, “Good jobs are disappearing. There are great jobs and great careers…and there are high workload, high stress, blood sucking, soul destroying kinds of jobs… and nothing really in between.” So what are you waiting for, check out this post, if you have some extra time, take a look at Larry’s TED talk that Bryce provides at the end.
Laura Schroeder, Compensation Café: Retention v. Engagement: Stay or Play? - Can you describe the difference of retention and engagement? Laura breaks it down in this post. Laura states, “Although there’s overlap between how you approach engagement and retention-after all, engagement is the best way to retain people as long as you don’t grossly underpay- the target audience is a bit different.” Laura also touches the subject of staying or playing.
Dan Rockwell, Leadership Freak Blog: 10 Powerful Tips for Connecting with Powerful People - We have all been there before. You are trying to connect with a powerful person, and you completely mess it up. In this post, Dan explains how to properly connect with powerful people. Dan provides the list of Jesse Lyn Stoner’s 10 power tips for connecting with powerful people. The main point of this post is to discover, “Where’s the balance between fitting into corporate culture and standing out?”
Paul McCord, Sales and Sales Management Blog: Guest Article: Overcoming “Failure to Impact” Syndrome, by Steven Rosen - In this post, Paul tell is like it is. He explains that we all make up remedies to do better next year. The problem is, our average “quick fixes only scratch the surface”. Paul helps you determine if you have the “failure to impact syndrome”. Check out this post if you would like to overcome the “failure to impact syndrome” and learn how to increase sales.
Kate Nasser, Smart SenseAbilities Blog: Leaders, Pain Free Journey to Engage Employees - It is a question asked everyday by leaders and managers around the world, “How do you engage employee accountability?” In this post, Kate explains how you can “repaint your picture leaders and take this pain free journey to engaging employee accountability.” So what are you waiting for? Join Kate and explore how you can really create accountability in your organization today!