Right People

Right People

RIGHT PEOPLE

Right People Right Seats

Sure, you’ve heard “get the right people in the right seats”. But many business leaders don’t know what that actually means. Everybody knows the mantra, but most don’t know how to make it happen.

Jim Collins wrote about this in his book Good to Great. He talked about getting people on the bus.

The truth is, there’s a simple process for making sure you hire the right people on your bus — and jettison the wrong ones at the next rest stop.

Acknowledge your company core values

Getting your people issues right starts with defining the right people for you. To do that, you must identify your core values as a company, then ruthlessly hire and keep only those people who share them.

Notice I didn’t say “define” your core values. Too often business leaders pen a feel-good list of what they wish their core value were. That’s worthless. You’ve got to be brutally candid about what’s really important to the critical people who make your business work. Your core values could be “leave no prisoners, work until we drop, get rich fast and everyone else be damned.” That’s not going to land you on many “best places to work” lists, but if that’s who you truly are at your core you can see how people who aren’t that way simply won’t fit in.

Use your core values to manage people

Core values on a piece of poster board in a conference room are useless. Core values as a feedback vehicle as part of an employee’s personal review? Powerful.

It can often be challenging to explain exactly what makes for a difficult employee. Try couching feedback in terms of company core values. In a feedback session say “you know that one of our core values is ‘customer first’, but this behaviour didn’t reflect that.” Trust me, at this point you have their attention.

Define your seats

Job descriptions usually stink. Most are 2-4 pages of jargon and drivel that outline tasks a person is expected to perform.

The problem is that tasks don’t mean anything. Results are what mean a lot. You must define your right seats in ways that people understand the essential results and responsibilities for which they are accountable. Forget long job descriptions. Identify the 5 major responsibilities of each role in your company. Only then can you have clarity around what the right seats on your bus look like.

Get it/Want it/Capacity to Do it (“GWC”)

Finally, identify who in your company is responsible for every seat and ask three simple questions about every person.

First, do they “get it”? You know when someone doesn’t get it. Don’t over-think this. When somebody doesn’t get it, you know.

Second, do they “want it.” Lots of employees toil in jobs that aren’t truly what they want to do. If someone doesn’t want a clearly defined role, they aren’t in the right seat.

Finally, ask whether the person has the capacity to do the job. If not, is there something you can do about it? If you can, consider doing it. If you can’t, you’ve got someone sitting in the wrong seat. The EOS process is designed to help you through this process and get the right people on the right seat on your bus.

Written by Jeff Whittle on January 13, 2015

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Know Yourself and Understand Others

When it comes to understanding ourselves, we are often the worst ones to do the analysis. I spent nearly 20 years acting as a consultant to CEOs. Just sitting and listening and then giving feedback on what I heard and observed. Most of the time it was obvious to me, but not so clear to the CEO. It is the same with all of us, we often, as the Johari Window explains, have blind spots we just can’t see. Spending time to understand your strengths and weakness is often a healthy way of working out if you are fit to drive the bus, be the integrator, or should you be the visionary casting where the bus is going to and getting people excited about the journey.

There are many tools to help us get to know ourselves. Anderson, Lear Consulting have spent 30 years looking for the best tools to help you understand yourself and to know how to best work with your team. Using these tools to help you and your team to work together with differing behaviours, but with the same vision, is what we offer you. There is no exact tool. Tools are a guide, how they are explained and used is more important than the outcomes provided by the chosen tool.

Below are some of the tools we recommend.

Everything DiSC Workplace Profile

Everything DiSC Workplace Profile

The Everything DiSC Workplace profile is our foundational profile. It can be used with everyone in the organisation, regardless of their title or role. Participants understand and appreciate the styles of the people they work with, resulting in more effective and productive working relationships.

  • Discovering your DiSC Style
  • Understanding others
  • Building more effective relationships
  • Includes optional people-reading module

Applications:

  • Team Building
  • Conflict Resolution
  • Improving Communication
  • Increasing Employee Engagement
  • Building a Collaborative Culture

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Harness the power of workplace conflict with Everything DiSC® Productive Conflict

Harness the power of workplace conflict with Everything DiSC® Productive Conflict

Workplace conflict is inevitable. Rather than focus on a step-by-step process for conflict resolution, Everything DiSC® Productive Conflict helps learners curb destructive behaviours so that conflict can become more productive, ultimately improving workplace results and relationships.

Everything DiSC Productive Conflict helps learners increase self-awareness around conflict behaviours and discover how to effectively respond to the uncomfortable and unavoidable challenges of workplace conflict.

With Everything DiSC Productive Conflict, participants will:

  • Appreciate how their style of handling conflict affects the people around them
  • Learn how to “catch” themselves when going down a destructive conflict path
  • Discover how to reframe a conflict situation and choose more productive behaviours
  • Build a common language in the organization around appropriate conflict behaviour

Make the program work for you

Everything DiSC® Productive Conflict offers in-depth, highly personalized content. Online tailoring options make it easy to design a customized the program that’s right for your organization.

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Everything DiSC 363® for Leaders: a new kind of 360

Everything DiSC 363® for Leaders: a new kind of 360

Finally, a 360 for DiSC® users! But Everything DiSC 363® for Leaders isn’t just any 360. It combines the best of 360s with the simplicity and power of DiSC, plus three personalized strategies for improving leadership effectiveness. The result is a 360° experience that’s more productive and satisfying.

SO HOW IS 363 DIFFERENT?

First, we took the sting out of 360 feedback.

For many leaders, 360s can be a frustrating experience. Open-ended comments can be unfocused and unhelpful and can even derail the learning process. With our exclusive selectable comments feature, CommentSmart, raters can give focused, balanced, constructive feedback—that the leader can actually use.

Then, we made it easier to understand and use.

Everything DiSC 363 for Leaders isn’t a collection of dry spreadsheets and charts without any explanation or story. Clear visuals and a conversational narrative style interpret and explain the data, making the report easy to understand and use.

And finally, we answered the “Now what?”

With a lot of 360s, the leader’s response can be, “Now what?” Everything DiSC 363 for Leaders answers that question by giving leaders their next steps with three things they can focus on now.

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Everything DiSC® Management teaches managers how to bring out the best in each employee.

Everything DiSC® Management teaches managers how to bring out the best in each employee.

Everything DiSC® Management is classroom training that uses online pre-work, engaging facilitation with contemporary video, and online follow-up to create a personalized learning experience.

Participants learn how to read the styles of the people they manage. The result is managers who adapt their styles to manage more effectively.

EVERYTHING DiSC MANAGEMENT FOCUSES ON:

  • Your DiSC Management Style
  • Directing and Delegating
  • Improving Employee Motivation
  • Employee Development
  • Working with Your Manager
  • MAKE THE PROGRAM WORK FOR YOU

Everything DiSC Management is the most in-depth and easily customizable DiSC-based management-training solution available. Management-specific personalized content creates an in-depth learning experience. Modular design and online tailoring features allow you to design a customized program that’s right for your organization.

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5 Behaviours of a Cohesive Team – Gain the ultimate competitive advantage

5 Behaviours of a Cohesive Team - Gain the ultimate competitive advantage

The Five Behaviours of a Cohesive Team™ has a simple goal: To help people discover how to build a truly cohesive and effective team. Based on Patrick Lencioni’s internationally best-selling leadership fable The Five Dysfunctions of a Team, this assessment-based program focuses on putting The Five Behaviours™ model into practice. Additionally, two versions of the program are available: Powered by Everything DiSC® or All Types™ — two distinct personality models — which help participants better understand how individual personalities contribute to team development. Both are equally valuable in helping teams achieve greater effectiveness and productivity.

A productive, high-functioning team:

  • Establishes Trust between team members
  • Engages in Conflict around ideas
  • Commits to decisions
  • Holds team members Accountable
  • Focuses on achieving collective Results

Is more fun to be on!

Start your journey to teamwork with either Five Behaviours personality assessment

The Five Behaviours program utilises workplace personality assessments to help participants understand the personalities on their team and how they can effectively work together. See how the 5 Behaviours Comparison report can help develop your team.

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PXT Selection Report – Job match

PXT Selection Report – Job match

This report is intended to help you choose the candidate(s) who may be the best fit for and identified position. The Performance Model for this position reflects the attributes typical of high performers in this position.

The Participants personalised information will be compared to the Performance Model, giving you a detailed understanding of how well-suited he may be to this role.

What is a Performance Model?

The Performance Model for ** Sample Position for PXT Select ** provides the recommended range of skills and behaviours for the job. This report compares Oliver Chase’s assessment results to the range of scores to show how well he might fit the position.

The Performance Model includes:

THINKING STYLE

  • Thinking Style is the ability to process information.
  • It includes problem-solving, communication, interaction, and learning skills.
  • Results are illustrated on scales ranging from 1 to 10.
  • A higher score is not necessarily the best indicator of on-the-job performance.

BEHAVIORAL TRAITS

  • Behavioural Traits are commonly observed actions that help define who someone is.
  • Each scale is defined by two opposing, but equally valuable, end points.
  • One side of the continuum is not better than the other.

INTERESTS

  • This section may indicate a person’s motivation and potential satisfaction with various jobs.
  • These are ranked in order from the person’s highest- to lowest-scoring interest.

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PXT Team Report – Team Match

PXT Team Report – Team Match

See how a potential candidate fits an existing team, or address your current team’s dynamics and strengths. The Team Report is a powerful tool for onboarding, development, and selection. This report will help you:

  • Gain insight into team culture and address your team’s dynamics.
  • Uncover how a new employee might impact a team.

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Other Report Samples

Pulse Employee Survey

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360 Leadership Development

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Client Sevices Manager Performance

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180 Performance Review

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