When the bell rings, line up in a straight line. No talking. Follow the rules. Don’t question, just obey. Colour inside the lines. Raise your hand. Speak only when spoken to.
The system has indoctrinated our thinking and our behaviour.
We’ve been programmed to fit in, to follow the rules and not to question. We were taught that obedience, compliance and conformity were expected at school and work (you were probably even promoted or rewarded because of them).
But, the world has changed.
In fact, it continues to change faster than many of us realise or anticipate.
In the new world of work obedience, compliance and fitting in just won’t cut it anymore.
So, what is the alternative?
Many of us might be tempted into thinking that leadership is a title or a position. This is not the case. Leadership is less about the title, designation or rank that we hold, and it has more to do with our attitude, behaviour and our ability to add value and make a difference.
Leadership is how we influence and connect with those around us. It is not always easy. Sometimes it’s hard and that’s why it is so scarce, but it is available to all of us.
By Nathan Austin
So, you hired that individual who seemed full of promise. They had an amazing CV, the looks, the perfect interview, signed contract and good to go…
Then, a few months down the line, the settling-in period has ended and you’re still waiting for the results that a few months ago, seemed guaranteed. You are waiting for the “STAR” performance to kick in, but somehow feel like you were fooled by a sparkler.
In the competitive employment market, with so many people competing for positions out of desperation rather than passion, we are easily deceived by the “professional interviewees”. Here are some suggestions, based on research, to increase the chances of hiring the right person by inserting the following processes in your hiring process:
- The Interview process: This includes the CV which identifies Skills-Fit/Experience and followed by ”The Interview”. By utilising this process you only have 14% chance of hiring the right person. That is a 1 in 7 chance of hitting the mark.
- Reference Checking: Following up on references increases your hiring hit to 26% chance
- Personality Testing: By adding personality testing you increase your chances to 38%.
- Abilities Testing: Job-Related skills and abilities tests increase your chances to 54%.
- Interest Testing: Assessing an individual’s interests and comparing them to the job-interests increases your odds to 66%. Interests are an individual’s natural motivators to do the job.
- Job-Match: Assess candidates using a reliable Job-Match assessment (like the PXT which includes Interest Testing) to increase your chances to a staggering 75%.
We have years of experience and multiple tools at our disposal for testing and job match. Let us help you increase your chances of hiring right.
By Chrystal Austin
(Source: Professor Mike Smith, University of Manchester, USA, August 1994, Professors John E. Hunter & Ronda R. Hunter, Validity and Utility of Alternative Predictors of Job Performance, Psychology Bulletin, Vol. 96)
I have been involved in Personal and Leadership training and development for the past 26 years as a facilitator, trainer and coach. What a marvelous and dynamic journey it has been.
Alvin Tolfer said “The illiterate of the 21st century will not be those that cannot read or write, but those that cannot learn, unlearn and relearn”. Nowhere else does this apply more than to leadership and the ability to guide and influence others. Leadership in a word is “influence”, according to John Maxwell, and the more skilled a person becomes at one-on-one and one-on-many communication, the greater the capacity to lead.
In the book “The Work of Leaders”, the authors, after much research, determined that all leaders need to be able to 1) Craft a Vision, 2) Build Alignment and 3) Champion Execution.(I recommend this book). Joel Barker, many years before, stated that to create a Vision Culture within an organisation, it had to be 1) Leadership Initiated 2) Shared and Supported 3) Positive and Inspiring 4) Detailed and Specific. Words of wisdom from both sources. What is interesting is that the number 2 in both studies were the most neglected, namely the points dealing with people and getting their buy in. To be learned and skilled in an area of focus and to have a title to go along with it does not guarantee that you will be a person of influence.
Many descriptions and titles for the modern leader come to mind as authorities have described the attributes of leaders….the Principle Centered Leader, the Servant Leader, the Mindful Leader, the Emotionally Intelligent Leader, the Situational Leader, the Relevant Leader, the Charismatic Leader, the Level Five Leader, the Leader without a Title and so on…all great titles with excellent research and facts to enhance our understanding of what it takes to be a better leader.
Here are a few things I have learned on my journey to recognize the Perfect Leader:
- Leadership is not for “softies”…if you see a man on top of a mountain, he did not fall there.
- Leadership is a process not an event. It takes time and effort, success and failure.
- Leadership in the 21st Century is a journey that requires constant learning both theoretically and practically.
- Leadership requires developing a burning desire to succeed and the discipline to put your beliefs into action.
- Leadership is more than mere words of encouragement to others, but a sincere and genuine interest and understanding of what they want to achieve.
- Leadership is not for everyone. Self Leadership is, but not ‘others’ Leadership.
- Leadership is trusting others enough to “let go.”
This might be a long list…so let me conclude by saying that there are no Perfect leaders, they will always have challenges however, successful Leaders have different challenges year after year, not the same ones over and over again. If you are growing and moving forward, there can be no one more successful than you. Failure is manifest when you quit and forego the opportunities that lie before you.
By Mark Cunningham