Sustaining Success
May 2012
 
Envision, Evolve, Achieve

Laurie Mrva

Dear Janeson,

Do you have the right people on the bus?  Whether you oversee a team or are working for yourself, you engage others on a daily basis to get results.  Understanding what you and your team does best can help you all to be more effective and experience more enojoyment both on and off the job.  Think about what aspects of your role cause you the greatest frustration.  Who do you know that this comes easy for?

Assessment tools can help you to identify Achieve Success Logonot only 
the work environment that is best for you & your team, but also aid in motivation and ensure you are leaning on the natural talents that exist within. 
 
Wishing you Much Success!!!

Laurie Mrva
Success Facilitator
Achieve Success LLC

How To Find Talent

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As the job market grows more competitive, so does the employer's quest to find the best talent. Company leaders have begun to realize that elevated employee talent leads to increased levels of productivity and overall profit.  To improve and strengthen a company's structure, employees must be assigned positions that require specific talents.

Studies have shown that the most talented job candidates tend to display six characteristics that cause them to stand out in job performance:

    They show a record of having been at the top of the ladder in job performance

    They are creative and inventive

    They are decision-makers who follow through

    They have the capacity to effectively motivate others

    They can adapt to change

    They are solution oriented

In recent years, an abundance of helpful tools have been devised to assist in separating the real talent from employees or candidates who lack the qualities needed to make your company excel with maximum efficiency.

For example, software was developed to help HR professionals administer psychometric tests that examine such skills as verbal and numerical reasoning. There are also personality assessment tests that look at individual traits relating to job habits and organizational skills. These types of evaluative tools can help company leaders make speedy decisions about how to choose the cream of the crop.

In the actual search for talented workers, it is prudent to turn first to your company's own internal networks to ask for referrals to anyone who might fit the bill for the positions you are seeking to fill. Question shareholders, professional advisors and current employees who are close enough to your organization to ascertain the specific talents needed for a particular position.

If these referrals fail to pan out, carefully construct a job description that delineates the primary responsibilities of a position within your company.  Then, consider the behavioral traits and talents required of the person you feel is ideally suited for the job.  Finally, publish these criteria and use them to screen resumes for the most talented individuals to fill the positions. 

Last, but certainly not least, a powerful tool in finding contemporary business talent is, of course, the internet.  A well-placed ad on your business's web site, listing the advantages of working for your company, can go far to attract talented job candidates.  Utilize social networking sites such as LinkedIn, Twitter, and Facebook to find talent.  Social network participation has become an essential tool in this area. If the most popular social networking resources do not represent your company, your pool of talented candidates could be shallow. t

~ Written for us by our associate Gary Sorrell, Sorrell Associates, LLC. Copyright protected. All rights reserved

 

Top 10 Reasons Managers Become Great

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Being a good manager is not enough to make a business stand apart from the competition. Great managers know how to maximize the potential of staff members so businesses soar to success. Ten top qualities define a great manager:

1. Recognize good qualities in others and help develop them. Effective managers make the most of the talent available at the business. By encouraging staff to do their best, everyone benefits. Personal achievements contribute to a prospering business.

2. Create a team environment with a positive vibe. The power of positive thinking has been the topic of many business discussions over the years. Satisfied team members who work together well create a productive business atmosphere.

3. Make definite decisions and invite employee input. A great manager balances definitive decisions with employee suggestions.  They take into consideration employee suggestions, along with the goals of the company and then make a decision that benefits everyone.

4. View team members as an asset and strive to make them happy and successful. Talented team members are an asset to the company. Outstanding managers encourage team members to strive for greater levels of success, realizing happy staff members show greater loyalty.

5. Build trust, provide explanations and have a long-term vision. By offering explanations and direction, top-notch managers build trust. They share their long-term vision so everyone is on the same page.

6. Treat employees the way they want to be treated. Great managers always treat employees with respect and dignity, realizing they get more from people who feel valued.

7. Know their strengths and weaknesses. Skilled managers are honest with themselves and others. They recognize their own strengths and weaknesses, hiring people that complement them. They continually work on these areas to maximize their abilities and make improvements.

8. Communicate effectively and build relationships. Intelligent, clear communication is essential to get the most out of staff members. Employees need to be able to talk to their managers and understand what they need.

9. Willing to fight for what is right and knowing if the battle is worth it. Productive managers know how to pick their battles. They leave petty issues behind, but are willing to fight for what is right and worth the effort. The company values and mission guide decisions.

10. Encourage feedback with healthy debate, knowing when to correct poor behavior. Feedback and healthy debate help develop new business ideas. Managers recognize the difference between positive input and poor behavior, encouraging open communication for everyone. t

~ Written for us by our associate Gary Sorrell, Sorrell Associates, LLC. Copyright protected. All rights reserved

About Us
Laurie helps organizations and professionals make positive changes to achieve their goals.  Achieve Success offers customized solutions to your business challenges including strategic planning, leadership development and employee assessment tools to assist with hiring, promoting and developing key skills to enhance success.   

Achieve Success LLC
www.achievesuccessllc.com
 
In This Issue
How To Find Talent
Top 10 Reasons Managers Become Great
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EXCEPTIONAL LEADERS... Think Strategically

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An Exceptional Leader knows that it takes more than operational effectiveness to succeed in a changing business environment.

Leaders need to see the current whole picture. Their thinking needs to be broad, taking into consideration more than just their areas of day-to-day focus, realizing that all aspects of the business are interdependent and interconnected.

They then need to chart a multifaceted roadmap and make the changes needed to achieve that desired future state.

Thought Provoker

- Are you stuck in the weeds of day-to-day demands?

 

- Does your schedule allow you to take the time to step back, think and plan? A plan is not a plan unless it is in writing.

 

- Do you look at your environment holistically, realizing that all four quadrants need to be taken into consideration?

 

- Do you begin with the end in mind by articulating for yourself and others the future you want to achieve?

 

- Do you bring others into collaboration to benefit from different ways of thinking? t

 

~ Copyright protected by author Bruce M. Anderson. Reprinted with permission. Thinking Partners Inc.

 

"Leaders don't flock. You have to find them one at a time."

~ Ross Perot

 

"Development can help great people be even better-but if I had a dollar to spend, I'd spend 70 cents getting the right person in the door."

~ Paul Russell, Director, Leadership & Development, Google