Posted by October 13, 2016.on
It’s the time of year for New Years resolutions and maybe yours is to manage your organization more efficiently while increasing production. Sounds like a lofty goal but not if you focus on the three areas of your business where you get the highest rate of return for your efforts. We call that, the RED Zone. Profiles Incorporated provides a series of leadership tools that help organizations and individuals optimize performance by focusing on their Recruiting, Execution, and Development efforts.
You have a long list of potential candidates for an open position. Maybe you don’t have an open position but, rightly so, you’re always on the lookout for great talent. Some instantly seem like a good fit while others might be “hidden gems”. You think you know how to evaluate prospects but, at the end of the day, do you find yourself Googling “how to determine job fit”?
Some managers rely on intuition and first impressions when evaluating candidates while others base their decisions strictly on resumes. Information uncovered from assessments helps leaders and managers rely less on gut instinct and self promoting resumes in order to make smarter people decisions. We break down the recruiting information into three segments: Cognitive Ability, Personal Comfort Zone and Interests.
When determining cognitive ability, a resume might indicate how intelligent a person is but assessments like the ProfileXT® (PXT) will help you understand how quickly a person processes information. It also identifies behavioral traits so that you know their comfort zone which is where a person is most effective. Lastly, the PXT will help you understand key activities a person is naturally attracted to (interests).
The bottom line is this: you have a unique opportunity. You can lower overhead while increasing efficiency and productivity. Dr. Jac Fitzenz, CEO of the Human Capital Source said, “Gaps in [the organizational fabric] are opportunities for someone to step in and make a difference in the way the fabric is re-woven.” Read more in our case study, 4 Essential Tactics for Optimizing Organizational Talent.
Great influencers understand how to enhance the efficiency and effectiveness of all their interactions with ANY AUDIENCE. Bud Haney & Jim Sirbasku call this Leadership Charisma. Their theories are based on solid data such as Fortune magazine’s “100 Best Companies to Work for” study which revealed that an engaging workplace is driven by three interconnected relationships:
- The relationship between employees and management
- The relationship between employees and their jobs/company
- The relationship between employees and other employees
Checkpoint 360 could help you evaluate your managers based on leadership and seven other factors and prioritize development opportunities.
There are some tasks that we can take care of once a year, like paying taxes or going to the doctor for a checkup. And there are other tasks that we need to perform more often, sometimes even daily. Assessing an employee’s success in their role and offering feedback should not be left to an annual performance review. Fortunately, managing —or coaching—all employees so that they can perform at the highest levels is more enjoyable than most annual tasks, and it results in increased organizational value. Read the Powerful Act of Coaching Employees to improve your understanding regarding the most efficient and effective approaches for coaching and developing individuals and teams.
By strategically retaining your worthwhile employees, you increase the likelihood of them remaining with you for the long haul while also raising the level of accountability and the clear expectation for visible results. Those who are kept should be made to feel that they are the chosen ones. Combine this with some strategically recruiting outside hires and you have a formula for success.
Profiles Incorporated Leadership/Assessment tools enhance self-awareness, which leads to improved Performance in the RED Zone.