Forum Karczmy Bezdennego Kufla

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ActionCOACH is a business coaching firm. Williamson is Master Licensee Peter Williamson and Chuck Hunter are experienced, successful business coaches.
employees, training, training method, evaluation, leadership, KPI, leverage, success
Do you think you can't get great employees? Can't get them to do what you need? Can't get them to stay? Before you blame your Team, remember that old adage: "You get the employees you deserve." Let's start by taking a look in the mirror. The most common errors that occur are:
Hiring the wrong person, inadequate training or evaluation, and, finally, a lack of leadership.
Now, let's take a look at those issues in greater detail.
You're hiring the wrong person or putting him or her in the wrong place. Using personality profiles can help to [url=http://www.osterblade.com]moncler sito ufficiale[/url] measure a candidate's qualities before they are hired. I use DiSC and VAK to help make the right match of person and position.
The DiSC profile measures a person's natural [url=http://www.rtnagel.com/airjordan.php]nike air jordan pas cher[/url] (away from work) and adapted (at work) behavioral tendencies. [url=http://www.shewyne.com/hoganoutlet.html]hogan outlet[/url] The profile takes about 10 minutes and yields some [url=http://www.shewyne.com/woolrichoutlet.html]woolrich outlet[/url] very useful tips on individual strengths, opportunities for improvement, and keys to motivating. The VAK (stands for visual, auditory, and kinesthetic) measures communication modalities.
In addition, examine the hiring process and the questions that are being asked. What do you need to change based on the lessons you've learned in the past? Ask questions that uncover values and look for alignment with your company's values. I have found that a "bad employee" is rarely due to the lack of job competence—it's [url=http://www.sandvikfw.net/shopuk.php]hollister sale[/url] more [url=http://www.shewyne.com/moncleroutlet.html]moncler outlet[/url] often a failure to mesh with organizational values. [url=http://www.jeremyparendt.com/Barbour-Paris.php]barbour pas cher soldes[/url] You must hire character because that can't be taught. An employee with a great "values match" will still underperform if you assign them to the wrong job. Go back through your job descriptions and modify for what [url=http://www.gotprintsigns.com/abercrombiepascher/‎]abercrombie pas cher[/url] the business needs, and then hire the person that fits that description. Chaos results when you change the job to match the skill set of the newest hire.
"D" Style:
Adventuresome, Competitive, Daring, Decisive, Direct, Innovative, Persistent, Problem Solve,r Results-Orientated
"I" Style:
Charming, Confident, Convincing, [url=http://www.jeremyparendt.com/jimmy-choo.php]jimmy choo paris[/url] Enthusiastic, Inspiring, Optimistic, Persuasive, Popular, Sociable, Precise, Team Player
"S" Style:
Amiable, Friendly, Good Listener, Patient, Self-starter, Relaxed, Sincere, Stable, Steady
"C" Style:
Accurate, Analytical, Conscientious, Diplomatic, Trusting, Fact-Finder, High Standards, Mature, Patient
2. The problem could be that your training, measuring, and evaluation process is inadequate. When was the last time you revised your orientation process? Your company handbook? The initial process for training a new hire? What KPI's (key performance indicators) are they held accountable for? How often do they receive feedback? Who mentors the new folks and for how long? I recommend that all employees participate in the regular team meeting (What do you mean "I don't have one") and are asked at each one: What can we do [url=http://www.rtnagel.com/louboutin.php]louboutin[/url] to help you succeed in your job?
Many years ago, I heard of a "training method" referred [url=http://www.rtnagel.com/louboutin.php]louboutin pas cher[/url] to as "Leave alone, zap". This means that the new hire is, in effect, turned loose to figure things out and then "zapped" when they make a mistake. This, or any similar approach, basically sets someone up to fail. As expensive as staff turnover is (time, repeated re-training, lost productivity, etc), it is certainly worth investing in refining the process so that we do a better job and "start over" less often.
3. The Leader doesn't know what he/she is doing, so neither does the Team. In order to have great followers, there has to be a great leader. No team will ever out-perform its leadership. Are you the kind of leader that a great employee would want to follow? Are you running the kind of business that a great employee would want to work for? I can assure you the team watches everything you do and [url=http://www.jeremyparendt.com/Hollister-b5.php]hollister[/url] dissects everything you say. Start with your communication—do you:
Communicate clearly and regularly? Are you consistent in your statements and behavior? Do you do what you say you will do?
If you "waffle" or delay making decisions, you are viewed as weak and indecisive. Also, if you have the courage, survey the Team about their views of you as the Leader and then be willing to "sharpen your saw" to make some changes.
Change your outlook, change your results
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