2020: Bringing you weekly short, content-rich tips, tools and reminders related to: Hiring, Onboarding, Development, Team Building, Conflict
Resolution, Stress Management and the TriMetrix Assessment.
Get a recap of 2019's Mind, Body and Spirit focused weekly tips: 2019 Tips eBook
If you find value here - please share this page... Enjoy!
Wake Up Eager Wednesday Tips for 2019 focused on sharing the things I'm thinking
about, doing and feeling - that contribute to my Wake Up Eager
Life and Work, and we've compiled them into a simple eBook for you: 123 Mind, Body and Spirit Tips, Here.
THE WEEK OF October 21, 2020
THE WEEK OF October 14, 2020
THE WEEK OF October 7, 2020
- LEADERSHIP Situational Leadership is the art of
adjusting your leadership style to effectively respond to change in your work
environment, this includes situational adapting your communication style to each employee. Review how, with this complimentary 24 page Situational Leadership Guide.
THE WEEK OF September 30, 2020
- HIRING AND MANAGING PERFORMANCE: One key reason employees fail relates to a MIS-MATCH between the personal skills needed in the job for success and the employee's capability.
One study followed 100,000 people who were let go within eighteen months of being hired, and only 10% were fired due to lack of experience! The rest (90%) were let go due to lack of personal skills needed on the job! Personal skills are a unique combination of personal attributes, acumen and competency.
All of these statements represent "missing" Personal Skills: “He’s got a bad attitude." "She doesn’t follow up; she blames others." "He doesn't get along with people." "He’s disorganized & misses deadlines."
Key Takeaways: Start including personal skills interview questions in every interview, prioritize intangibles. Help failing employees understand specifically (have the conversation!) where they are failing and provide support to help them improve.
THE WEEK OF September 23, 2020
- HIRING HIGH PERFORMERS - ONE KEY: I wonder if NASCAR Car Owner Rick Hendricks knew he was hiring the best when he decided to hire unknown and unproven race car driver Jimmie Johnson in 2001. Between 2002 and 2017, Johnson recorded seven championships, 83 career race wins, 222 top fives, 341 top tens and 35 pole positions - making him one of the greatest NASCAR racers of all time. When Hendricks hired him, Johnson had a solid background in racing, but so do hundreds of thousands of others who want the job of Professional Race Car Driver. Like NASCAR Car Owner Rick Hendricks you have many candidates with solid experience vying for your positions. Many look good on paper and sound good in the interview. Find out how can you know which candidate will be your next ‘Champion' - one of the top secrets for hiring the best, here.
THE WEEK OF September 16, 2020
THE WEEK OF September 9, 2020
- HIRING: After a slow-down due to the pandemic, companies are hiring again. It is key that you get the right people in the roles, especially right now when many people are available and applying.
Use our three-step patented leadership and sales management hiring assessment process to learn SPECIFICALLY were a candidate does and does not match your open position, assess the level of risk (there's always a risk when hiring someone new) and pinpoint specific development focus areas to help them be successful when they start..
THE WEEK OF September 2, 2020
- HIRING: If you use the six best interview questions that I share here, and listen closely to your candidate's answers, you'll hire people who have high Personal Accountability**, a key attribute found in all top performers. In this article we share examples of this trait and why it matters.
**Based on studies and research conducted by my Assessment Partner: TTI International, 98% of 6,800+ position hiring organization benchmarks Personal Accountability is listed as one of the top 7 personal skills required for superior performance.
THE WEEK OF August 26, 2020
- MORE MOTIVATION (LESS FRUSTRATION): Here's 3 of 3 top things you can do to increase motivation on your team (from this article):
#3: Provide Personal Support and Professional Development
90% of your employees do not invest or study personal and professional development materials on their own. Yet, a high percentage are struggling with keeping their workplace motivation up. Cost and time limitations can make it challenging for leaders to provide ongoing support in this area.
RESOURCE TO GET BETTER AT THIS: Coaching support and team building tune ups.
THE WEEK OF August 19, 2020
- MORE MOTIVATION (LESS FRUSTRATION): Here's 2 of 3 top things you can do to increase motivation on your team (from this article):
#2: Check in OFTEN (formally and informally) to determine if people have the tools, resources and support they need to succeed.
Every time I conduct an opinion survey for an organization I'm surprised by how often the biggest frustrations are easily fixable resource and process issues like computers that don't work or outdated and inefficient processes that make a person's job harder.
RESOURCE TO GET BETTER AT THIS: Use the 12 Best Employee Engagement Survey Questions and 7-Point Employee Survey Plan I share here to check in MORE often.
THE WEEK OF August 12, 2020
- MORE MOTIVATION (LESS FRUSTRATION): Here's 1 of 3 top things you can do to increase motivation on your team (from this article):
#1: Make sure EVERY employee has clear and specific direction about what success is in their role. Studies show that leaders THINK that they have been clear about what's required for success on the job, but most employees report they are unsure or unclear
about what is expected. When people feel in charge of their work and they KNOW EXACTLY what is expected they are less frustrated.
RESOURCE TO GET BETTER AT THIS: Use my three-step Performance Dashboard Process that I demonstrate here to GIVE every employee clear direction. It's not hard or time-consuming to do, you just have to do it.
THE WEEK OF August 5, 2020
- TEAM BUILDING: The DISC Assessment has so many uses - one is in helping a team learn how to communicate and work together more effectively. Here's my Top 10 Favorite Uses for DISC.
THE WEEK OF July 29, 2020
- LISTENING: To be a great leader is to learn to be a great listener. This article: The States of Distress, how to comfort someone when something bad happens to them highlights how important it is to REALLY listen, be present and tune in to friends, family, colleagues and employees BEFORE trying to help. They share The Four States of Distress Model as a way to determine what kind of help someone may want, as it differs at every stage. Bottom line: If we can really listen - we’ll know what help to offer and when. If we ever do not know what to do - just listen, ask questions and express support.
THE WEEK OF July 22, 2020
- Hiring: A great reminder to ALL interviewers and hiring managers from HUB International's Regional Vice President of Human Resources, Jack Patterson, GPHR, SPHR, SHRM-SCP, "We're looking to marry someone, not date someone, and so it's imperative that we do our due diligence during the hiring process, and doing due diligence doesn't mean just looking at a resume and seeing what school they went to, it is a skill assessment. Don't make decisions in silos, but also take ownership for your decisions. So, be willing to make the decision but involve others." From our discussion: How to Evaluate job Fit: What Great Hiring Managers Do.
THE WEEK OF July 16, 2020
- Hiring: A skill found in all top performers in all jobs is Time and Self Management. This is the ability to prioritize and complete tasks in order to deliver desired outcomes within allotted time frames, consistently demonstrating self control and ability to manage time and priorities. (What job can you think of that does not need these strengths? This is important in EVERY position.) Start looking for this skill in EVERY candidate with these important Superior Performance Interview Questions.
- LEADERSHIP: I've been thinking about the power AND limitations of SYSTEMS, LOGIC, KNOWLEDGE, RULES.
THE POWER: Without a SOLID system or framework most endeavors will lag or fail. The power in SYSTEMS is that they provide a black and white, structure and framework for working, creating and living.
If a facilitator lacks a meeting framework to help the team make decisions and learn, the meeting will fail. Without a clear and concise mission statement, core values, performance expectations and job dashboards, employees are unclear about priorities and where to focus, and performance suffers. In my business, my awesome website tool and assessment science partner provide the systems and framework we need to blog, podcast, consult, train and certify others - to meet our mission.
THE LIMITATIONS: However when great SYSTEMS are put into place but they're not used properly or at all, the systems by themselves fail. Think of well written core values that never permeate the culture, or a beautiful website that never gets used or visited.
For systems to be successful we must take into account and equally focus on - how they will be used. And, even more importantly - will be if they shared, explained and give meaning to the people who will be impacted by the "new rules" or systems?
Are you thinking about SYSTEMS with an EQUAL FOCUS on the IMPLEMENTATION and USE, and then GAINING PERSONAL BUY-IN AND UNDERSTANDING FROM OTHERS? Knowing that there are THREE dimensions needed for success of ANY initiative - is eye-opening and a game changer. Are you BALANCED in all three dimensions in your approach?
Here's a clue on how you're doing - if the 'rules' or 'systems' are being ignored - you are OUT of BALANCE. We use the Science of Axiology to measure how clearly a person sees, understands and appreciates these three dimensions: systems, actions and people. And then to help them create more balance and more effectiveness in ALL areas of their life.
THE WEEK OF June 24, 2020
- TEAM BUILDING: So many people are working remotely. Now more than
ever before we must rely on each other - as colleagues and as a team. Commitment and engagement
matter even more. Plan a team Team
Effectiveness Meeting to review how everyone is doing and how you can all work together more effectively. Use the three step meeting plan format, free quiz
and tools I share in this step-by-step how to video.
THE WEEK OF June 17, 2020
- LEADERSHIP: "The time of your birth is the time you scream. And for a lot of us, we spend the rest of our lives trying to get noticed. And all we want to do is to be heard."
That's a quote by the author of Deep Listening, Impact Beyond Words by Oscar Trimboli. Listen to this podcast episode with Oscar and learn: -Why deep listening is so tricky -How to double your listening productivity with 3 simple phrases. -How 4 unconscious Listening Villains get in your way. -How to bring your best listening self to every interaction with these 3 actions.
THE WEEK OF June 10, 2020
- STRESS MANAGEMENT:
"I get things done immediately, thoroughly and cheerfully." If all three are true you for - you've left overwhelm behind and you're waking up eager. Calibrate every day to this - to see how you're doing.
To me this statement is
the best indication of how far away from or close to overwhelm I've
allowed myself to be. I check in and try to calibrate to it daily,
because we're never standing still. If I find I'm off in
"overwhelm-land' I can catch it early and I know what to do. In this podcast: How to get Out of Overwhelm I cover 6 practical reasons why we get into overwhelm and share7 solutions, including the #1 tool that helps me EVERY day!
- STRESS MANAGEMENT:
This is my #1 Wake Up Eager Spirit (stress management, feel better)
Practice and Tip: Take Daily Tune In Time - Reflect, Rest and
Realign Every Day!
★ Listen & See Detailed Show Notes of Podcast Episode 68 on Tune In Time!
- How you can use
Daily Tune In Time (TnT) to reduce stress and be more productive
- Why Tune in Time matters and how it helps you and 15+ TnT activities
- What famous people do and other professional share what they do to align and handle stress
- LEADERSHIP: Taking a facilitative approach
- matters more today than ever before. Find out what that is and the eight core practices of facilitative leaders in this wise and information discussion with Certified Master Facilitator and Author Michael Wilkinson.
★Data Dome President Lisa Bouchard, sent in this feedback about this discussion with Michael, "Suzie, I just had to let you know that I listened to “Why Facilitative Leaders have Greater Success” podcast on my hike this weekend. I absolutely loved it and learned so much that I will hopefully incorporate into my own facilitation. I can see why you admire Michael Wilkinson so much and how he is one of the “pillars” that has contributed to why you are so amazing at what you do. Thanks for sharing your podcasts, your passion, your insights and expertise. You truly are a 'Wonder Woman'"
- COMMUNICATION: Take in the importance of tuning in to and demonstrating care with your employees. It is very important to see beyond what is seen at first glance. Not just looking, actually seeing and really listening.
Listen with no agenda, no fixing it, no sharing your advice, opinion or situation. Just listen and watch and feel how it helps. During this time, when we all need to be seen and valued, re-learn this: "Listening is often the only thing needed to help someone." (People are wise and have many of their own resources to make good decisions, help them, empower them - by really LISTENING.)
- COMMUNICATION: We Are in the Same Storm, But Not in the Same Boat...
is an article I shared with clients and on LinkedIn recently. It reminds us to
demonstrate that we care by tuning in and thoughtfully listening to employees,
especially as plans are now being crafted and shared around coming back to the office.
POWERFUL reminder that we have DIFFERENT life situations and DIFFERENT
risk tolerances, especially right now.
Here are the closing lines from the article:
we are not in the same boat
We are going through a time when our perceptions and needs are
completely different. Each of us will emerge, in our own way, from this
It is very important to see beyond what is seen at first glance.
Not just looking, actually seeing.
We are all on different ships during this storm experiencing a very different journey.”
Feel free to copy and share
with others to help all employees be patient, compassionate and understanding with each other.
- LEADERSHIP: The #1 Best Practice for Leaders: “Over
Communicate.” We highly
recommend a morning and afternoon remote “huddle” to keep in constant
communication. This will lessen fear and bring about calm in the mist of all of
the uncertainty due the quarantine mandates.
Sample "huddle" meeting agenda:
Conduct round robin check-ins, going alphabetically by first name.
Have a minute or two each of each person sharing what's going well right
now and what is challenging. (Don't skip this part ' as too personal'! NOW, more than ever before, people need to connect, to have a voice and to be heard.)
2. Then, go around again and ask each person to share on their work:
a) what they've accomplished since the last 'huddle' before
b) what they plan to do that day
c) share any road blocks they're encountering
d) ask for any help they need
THE WEEK OF April 29, 2020
THE WEEK OF April 22, 2020
- STRESS MANAGEMENT : Use our complimentary Working from Home report for personalized Working From Home Communication tips based upon your DISC Style, and gain insight and communication tips for team mates and family. Get your report now by clicking here. (Takes
10 minutes to complete. Results go directly to the email address
entered when you start. Feel free to share this link and your report!)
THE WEEK OF April 15, 2020
TEAM BUILDING: Many organizations are working remotely and from home right now. Now is a time, more than ever before, you must rely on each other. Commitment and engagement matter even more now. Use this Simple 7-Point Employee Engagement Survey Process to help you and your team 'Move Fast and Strong' Together!
THE WEEK OF April 8, 2020
- TEAM BUILDING: One powerful way to connect with and engage each person on your team would to schedule a coffee or lunch to review a Side By Side Report report, revealing how two people can best understand each other and work together. This is a powerful way to create high trust, effective and productive working relationships. You don't have to have a facilitator involved, with this sample review format to guide you both: Sample Side By Side Debrief Agenda.
THE WEEK OF April 1, 2020
- TEAM BUILDING:
This free team building activity, the Personal History Exercise
helps team mates learn more about who they work with every day. When we
better understand, even a little bit, where people come from and what
they've faced, we find more understanding and empathy for who they are and
what they do today. Build trust with this exercise.
THE WEEK OF March 25, 2020
THE WEEK OF March 18, 2020
- ON BOARDING: Our Getting Them To Stay is a new hire retention and development process that
you can internally facilitate, that will help you engage and keep the people
you worked so hard to recruit! This done-for-you tool can be added
to your current on boarding process.
THE WEEK OF March 11, 2020
- ON BOARDING:
You work hard to find the right candidates, but once on board - you have more work to do! Note - this is alarming statistic: 1/4 of your new hires will leave in
their first 45 days, and if they don't leave then - they tend to leave
before their first anniversary.
There are three things you
must focus on to keep them: 1) Reduce fear. 2) Increase their
understanding of the company and their job. 3) Give them everything they
need to be productive quickly. Listen to (or read the
transcript) of Podcast #44: Getting New Hires to Stay.
THE WEEK OF March 4, 2020
- HIRING: With your Performance Dashboard and your Superior Performance Attributes (S.P.A.) worksheet - you now have a very clear picture of what the intangible skills are for the position.
These two tools will help you avoid two of the biggest mistakes
interviewers make all the time - hiring based mostly on background and
how much they like the person! Creating the Dashboard and selecting the
S.P.A. for the position takes less than 60 minutes and will SAVE you so
much time down the road. You are on your way to hiring a superior
THE WEEK OF February 26, 2020
- HIRING: In last week's tip we showed you why a Performance Dashboard matters and
how to create one for your open positions. Now - you want to to use
the Superior Performance Process and Worksheet
to select the Superior Performance Attributes (S.P.A.) for the
position. You must select the items from the worksheet based upon the
priorities you outlined in the position's dashboard you created, here.
THE WEEK OF February 19, 2020
- HIRING: In the hiring process we recommend your first focus should be: Planning.
If you've been doing jumping right into finding candidates and
interviewing, and you’re in a hurry don’t worry! The Planning steps we
recommend are quick to implement and can be completed in less
than ninety minutes.
spend a little time up front, but you’ll find much better
candidates and spend less time later on if you do them every time you
The first thing you want to do is to create a Performance Dashboard
for the open position. (DEFINITION: This is where you identify the top
three to five priorities for the position, which become success metrics
for a hiring template of the person person and performance
expectations.) Learn more about the power of the Performance Dashboard and watch a short video where I show you how to create one, here.
THE WEEK OF February 12, 2020
- HIRING: There three distinct areas you need to focus on when hiring: 1. Planning 2. Interviewing 3. Selection Knowing that there are THREE key focus areas is important, as many times people put all of their focus on the interview. If you put less focus on planning and selection - you HINDER your ability to get the right people in the right seats. Here's the process we recommend to ensure strength in each key area. (Print this!)
THE WEEK OF February 5, 2020
- HIRING: Which Lowers Your IQ More - Multitasking, Marijuana or Losing a Night’s Sleep? If you answered - multitasking, you are right! it causes a 10% drop in IQ and a 40% drop in productivity, and it can be ANOTHER BIG Hiring Manager mistake! More info and a four question quiz, to determine if it's hurting you as you interview others, here.
THE WEEK OF January 29, 2020
- HIRING: "I am convinced that nothing we do is more important than hiring and developing people. At the end of the day you bet on people, not on strategies.” – GE CEO Larry Bossidy Hiring matters and if not done well can become the 'silent killer' of profitability and productivity. Listen to (and review comprehensive show notes) on the Five
Reasons Why Employees Fail - Job Fit Car Analogy Podcast episode #28.
THE WEEK OF January 22, 2020
THE WEEK OF January 15, 2020
- HIRING: Here's the BIGGEST and EASIEST to correct) mistake that interviewers and hiring managers make: You talk too much during the interview! Recall a recent interview you had with a
candidate. Think back about how much you talked, as compared to the
percentage of time the candidate talked. Did the candidate get 75 to
80% of the 'interview air time?' If not, it is time to change the
equation. Make sure the Candidate talks 75% of the time - at least in the first few interviews. You should be talking 20%, if you want to avoid this common mistake. Print this out and put it on your desk as a reminder.
THE WEEK OF January 8, 2020
- HIRING: Making a mistake when hiring is expensive fiscally AND emotionally. Right? Yet, every time we hire someone new, we are taking a risk. Your job is to reduce that risk. A really smart way to start is to make sure that you and your interview team are NOT making the TOP THIRTEEN Hiring Mistakes Interviewers make. Take this freebie quiz to see how everyone scores. (Side note; the top three mistakes - almost EVERYBODY makes them - are Personal Bias, Over focusing on Background and Talking too Much.)
THE WEEK OF January 1, 2020
- HIRING: Happy New Year! This week’s focus is a reminder of the cost of turnover. The cost to replace someone is HIGH — anywhere from one-and-a-half to eight times an
employee’s salary. In real life terms -if two people leave a 25 person team, with an
average salary of $50K - your cost would: $150,000. <- THIS
is the silent killer of profitability in organizations large and small - everywhere.
Make this your mantra this year, “An effective hiring and interview
process is a top priority.” make sure that you have an effective process. Check it against the process we recommend - in this article: Use the Right
Map - So You Don't Get Lost! (Using this Insight for Better Hires...)
Contact us to schedule a Complimentary Consulting Call
or to ask questions about any of our Hiring,
Coaching, Training and Assessment services.