This is the second in our 6 part leadership speaker series of articles that looks at stimulating change for passion & profits. Your organization is only as good as the talent you recruit. It is the people who define and shape the organizational culture — so identifying people with the right character, attitudes, and behavior must be the highest priority when hiring or promoting within. In my experience as a leadership change consultant, character always wins — too often people are hired for competence, but fired for character. This is why it’s important to ensure your recruitment process is focused on finding and hiring people who share the same values as your organization. A 3 Step Approach to Hiring Individuals Who Fit Your Culture Finding the right people to work in your organization begins with a well thought out hiring process that gives priority to character and behavior over competence…. Read more »
Leadership That Stimulates Change
LEADERSHIP THAT STIMULATES CHANGE focuses on the critical relationship between leadership, employee engagement and delivering an exceptional customer experience as a competitive advantage.
Bill is recognized as the Performance Excelerator™ because of his uncanny ability to create profound change and deliver extraordinary results with the most demanding organizations.
As a senior executive with over 30 years experience, he works with senior leaders to navigate change and influence and inspire higher performing, customer-focused cultures that create long-term, profitable relationships with your customers and excelerate performance and productivity with leaders and employees.
One of the critical success factors for developing a high performing work environment is hiring the right people. I believe that involves looking at 2 key areas when hiring; competence and character. Competence is the skills, knowledge and experience to do the job. Either they have these skills already, or you believe that with the correct training, they have the potential to learn to do the job well. This is often what most interviews and most training is geared towards. However, even more important than competence is character. You should be looking for people who can get on board with your vision. People who get excited about your company vision and values — who love working with and looking after customers. I recall a story about the great Ritz Carlton hotel chain. Whenever they interviewed someone for any aspect of their business, they shared a meal with the prospect and accidentally… Read more »
Recently I was in Banff Alberta for a client conference. As part of the programming there was a golf excursion planned to the Banff Springs Golf Resort. This was an exceptional opportunity to play on one of Canada’s most picturesque courses — and it was included in the invitation to the conference. The day was warm and dry and the views on every hole were spectacular. Surely, this was going to be a day to remember. No matter how badly I golfed, what could possibly ruin a day like that? At 11:40 am we approached the pro shop/restaurant before staring the back nine. We were greeted by the sight and smell of hamburgers grilling on the outdoor barbecue. Just enough time to stop for a quick bite before heading off to play the back nine. Could it get any better? When our foursome approached the counter, I asked for a… Read more »
If you are like many businesses, you may have a couple poor employees — consistently under-performing. Some would suggest that they need to be pruned in order for the business to remain healthy and grow. Philosophically I agree — however, before pruning ask yourself why they are under-performing. Here are a couple thoughts for consideration. Is it because they are a round peg in a square hole. Do they have all the character elements but yet still aren’t successful in their role. Maybe you need to consider a change in role to one where some of their strengths may have the opportunity to shine. I once had a team member who had all the character elements but just wasn’t succeeding in the marketing area. His attention to detail wasn’t strong, which was fundamental when proofing ads and hitting deadlines. So we moved him into a sales role where he had… Read more »
I read a post by Dumb Little Man that encourages people to focus on their strengths versus their weaknesses. This advice seems counter-intuitive, since we all should be striving for improvement in our lives — and our businesses. Their point is “you’ve got the potential to go further with your natural strengths than you do with your weaknesses.” When we build on our strengths, we continue to set ourselves apart from others who do not share the same strengths. It contributes to our uniqueness that makes us memorable — either as a person or a business. If we spend too much time trying to shore up our weaknesses, then we become exceptional at nothing — a “Jack of all trades, master of none”. I agree, with a minor adjustment. Where I think this statement needs further clarification is in the area of Character. Where we have weakness in our character,… Read more »