Talent Development

Engage Your Employees with Non-Financial Rewards

There is no doubt that money is important. We all need enough money to meet the needs of life and some extra for building a Quality Life and having life experiences. But, spending the day chained to a desk in a highly regimented environment with very little flexibility, vacation and recognition is not that desirable either. Certainly, that does not help the Quality (Balanced) Life equation. In todays world people are looking for greater life meaning, and not just more money.

So, todays employer must have a leadership approach which fosters the building of working relationships, appreciation, flexible hours, community activities and non-financial bonuses. Our company does this through setting work hours that meet the needs of the company and the bio-rhythms of different people, additional annual vacation in non-busy times, providing Quality Life trips to enable life experiences to be taken and time off for volunteer work. All of this brings greater life meaning. Yes, there is some company cost but it also is attractive to the employees. They are more engaged and frankly, the company gets a better type of person whose values are well developed.

If you do not believe me have a look at the HBR blog article Attract and Keep A-Players with Non-financial Rewards by Sylvia Ann Hewlett? which has great supporting research.

Also, learn more about our DNA Employee Performance Report for identifying what roles and work environment employees will excel in to increase the productive use of talents.

Mind the Gap: Patterns of Communication Directly Linked to Team Success

Why do some teams get excellent results while others seem to struggle? In order to answer that question, most leaders will focus on analyzing the metrics such as sales, number of office visits, average call handling time, and number of issues resolved, to understand the performance gap.? While the numbers can provide the bottom line story that CEOs want to hear, the how of getting to a high level of team performance might surprise you.
DNA Talent Management
Researchers at MITs Human Dynamics Laboratory found patterns of communication to be the most important predictor of a teams success.? Not only that, but they are as significant as all the other factors – individual intelligence, personality, skill, and the substance of discussions – combined!

The best predictors of productivity are a teams energy and engagement outside of formal meetings. Together, these two explained one-third of the variations in dollar productivity among groups!

What behavior performance gaps are holding back your sales team or service centers from increased revenue and productivity? How can you identify the communication styles of your team to guarantee more success?? Find out your communication style.

Product Release – Hiring Performance Report

Hiring Performance Report | A new “spoke” to the DNA Behavior Hub of Solutions

For the past year we have made many steps in the direction of becoming the behavioral hub of solutions for building a customer centered organization. Just as a business relies on its contact record database as its sole source of record keeping, we are becoming the standalone and single source of understanding and matching employee and customer behavior.

Today, we made a big stride in that direction with a new spoke to our hub, the Business DNA Hiring Performance Report. This report provides a systematized way for companies to understand their employees talents, tasks, roles and non financial work rewards. We are excited to announce that this particular hiring report runs completely off of our independently validated DNA Behavior Natural Behavior system. Therefore in the case that you or your colleagues have already completed the 46 question Natural Behavior questionnaire, to understand your Financial DNA or Business DNA, this hiring report can be simply generated with a click of the button.

Components of the report:
1. Desired Tasks based on Natural Talents
2. Desired Team Roles within an Organization
3. Desired Work Environment
4. Desired Work Rewards
5. Strengths based Interview Hiring Questions

The Report: The Hiring Performance Report is a 3 page report which provides all of the analysis necessary to facilitate an interview or review of your employees.

Page 2: On page 2 of the report, we analyze the first 4 of 5 components in the above list. Based on my Hiring Report (below), I should be working in a creative environment, where I have the freedom to explore, design and be curious in my day to day activities. When financial rewards are not possible or always necessary, I like being rewarded with ways that I can broaden my horizons through learning and make my work more meaningful.

Page 3 of the report, provides behaviorally driven interview questions. My 2 strongest factors of my Natural Behavior are Creative Cooperative, therefore these two factors are my biggest strengths and important to be highlighted in an interview.

Management Principle: Behavior

Back to the basics would be a good way to look at today’s principle. In the end, it’s not what we say but what we do that speaks most clearly about our personal and corporate integrity. Simply proclaiming that “we value people” without the underlying behaviors, will produce disdain to the listening ear. Public declaration and private practice must match to inspire others to do great things…http://dnabehavior.com/dna-business-performance.png

Behaviors. In a day and age when companies allocate large quantities of time and money to codify core beliefs into published value statements, one would think that corporate cultures would be the best working environments in history. Defining the culture is easy–what’s most difficult is to convert cultural beliefs into actual, congruent behaviors. This is where most companies lack efficacy to create transformational environments. Corporate officers who understand this dynamic take the time to cultivate good behaviors first in themselves and then in those under their care.

History proves that the most attractional leaders are those who are humble and understand human nature. They know how to apply proper human incentive systems that create motivated, sacrificial employees who “volunteer” their time and talents rather than simply showing up for a paycheck. They apply a proven process to create awareness, develop conscious competence through repetition and reinforcement, and finally unconscious competence (second-nature reactions) in those they lead. The result-well developed people, a thriving culture, and ultimately, managerial leverage to do great things.

Coaching questions: What steps are you taking to develop congruence in your behavior? How will you then cascade this learning to your staff?
Read more coaching principles from Dean Harbry on the Internal Innovations website.

74 Seconds

Doesnt seem like much time, does it?? What can you do in 74 seconds and how could that amount of time be meaningful in your life?? Just ask world-class cyclist, Janel Holcomb, current #1 NRC Womens Leader, and she will tell you that it means a lot.Janel Holcomb

Holcomb was going into the final stage of the Cascade Classic down 74 seconds from the leader.? She had not won any of the first four stages. But she had consistently placed in the Top 10. The only exception was the day before the final stage where she finished #21 in the time trial: one of her two areas of expertise.

At this point, she could have let a negative talk track” affect her performance by saying the other riders are better than me.? In fact, on paper, many of them are. They are past Olympic gold medal winners and the majority of them started as a professional cyclist at least 10 years earlier than Janel.

But on the morning of the final stage of the Cascade Classic, Janels team coach looked at her and said, Do you want to play it safe, get some decent points to add to your score, or are we going to go for it?? It was like she just unleashed some penned up dogs, Janel said.? I just looked at her and said, Lets GO FOR IT! This is the last race that has significant mountain climbing and elevation, which is our specialty, so lets just do it.

The entire team rallied around the mission.? And guess what, not only did Janel make up the 74 seconds from the leader but she went on to win the entire race!

When I saw Janel, she was like a ballerina on that bike sailing along effortlessly and gracefully, while the others seemed to struggle.? Despite not winning any of the stage races, she proudly wore the yellow jersey!

So, how can we use the 74 seconds theory in our business life?

Wherever you are at right now in your business, you have to truly believe in your heart that you will get to your next level.? No looking back at the stages and previous results.? Only by managing your behavior can you truly move into the ranks of the champions.? Focusing on knowing what you do best and then executing to those strengths will allow you to soar!

This requires you to manage your inside game as well. Refuse to give energy to those negative talk tracks we play in our heads:? Wow, I didnt do that well yesterday, not many sales for the month, not many callbacks from my prospects.? Where are all the quality clients?? Am I ever going to get to the level of success I am capable of?

You will find yourself winning the BIG races, because you said to yourself and your team, lets go for it!? As the leader of your team, you keep a positive inner dialogue and carry your team, each hired for different talents, with you.

Difficult markets and economies will come and go. Just like there have been many struggles along the path for Janel. Injuries have sidetracked her professional career for months at a time. But she has remained strong in her inner game and every day she puts forth the effort in the seemingly mundane task of training with her coach.? Every task, every day makes a difference; never forget that fact, whether in sports or in business!

How do I know all of these details?? Janel Holcomb is my niece and she continually inspires me to my next level of success.

Visit the DNA Behavior website to learn more about our solutions for improving your personal and business performance.

Whole Brain Business Plan

I recently read an article, The Success Formula, that talked about the future direction of businesses.? Heres an interesting trend: hiring people not because they fit in a box-like job description, but because they have the skills and talents that matches the companys mission and vision. What this says to me is that the how or mechanics (left brain) of business has now become a given?the starting point or the entry ticket. You are expected to have a certain amount of product knowledge and understand the ten steps to create more business. What will separate you from others and drive your performance, results, and sales is your behavior (right brain).
Great relationships, know    your client, business transformation, personal development

Lets take a look at a typical practice management formula for success (Planning the Next Step, Investment News, June 20, 2011) and see how we can turbo-charge it by adding behavior to know, engage, and grow your clients and employees.? The added benefit,

according to Gallup Research, is that over time you will see a 240% increase in profits when both employees and clients are fully engaged!

Step #1:? Update Your Business Plan
Left Brain:? Be sure to focus on the exact client you want to attract.? Include assets, career type, age, etc.

Add Right Brain: Be sure you know the inner world of the client you want to attract.

  • Are they fun, outgoing, and practical like you?? If they are, it will be much easier for you and you will be more energized throughout your day.
  • Just because they have $2 million to invest doesnt make them an A client.? Its more than just numbers.
  • If you have more than one type of client, maybe you want to limit the number of clients in each type.

Step #2:? Ask for More Referrals:? Satisfied customers and professional contacts are your best source of finding new business
Left Brain: Have a plan for encouraging referrals.? Be sure to ask for them on a consistent basis.? Establish strategic relationships.? Communicate (conference call, newsletter, webinar) on a monthly basis using a focused approach.

Add Right Brain: How you ask for a referral depends on both the type of person you are and the type of person you are asking.

  • If your client is naturally more trusting, they may automatically give you a referral with just a gentle reminder that you are adding to your client base.
  • How you ask for a referral will depend on your type of personality as well as your client.? How do you adjust your tone of voice, the words you say, etc. to the type of client?
  • Focused communication requires personalizing the experience for a client.? A newsletter with lots of market details will not be suited for every type of client.? Graphics with short bullet points would be better in many cases.DNA Business Performance, advisor business performance, know your client, predict client behavior, behavioral finance

Step #3:? Hiring the right staff is critical for success.
Left Brain:? Hire when growth is projected rather than when it occurs.? Determine how much time an advisor spends with each client to analyze your staffing needs.? It takes 18 months for an advisor to become productive.

Add Right Brain: How do you define the right staff?

  • Think about adding a type of person that is a complimentary style to your own to attract different types of clients.
  • Or, a style that can tag-team with you in client meetings.? You will each hear different things and be able to give the client a better perspective.
  • Behavior can block performance.? Hire a person with a style that fits the job and your team.

Step #4:? Make sure your technology is up to date.
Left Brain: Review your three-year technology plan for disk space, bandwidth.? Do you need a new laptop, an iPad, an iPhone? How about software needs?

Add Right Brain: Add communication styles into your CRM.

  • Every phone call, every meeting, every communication is tailored to create a unique experience for each client.
  • Engage your clients and staff in exactly the way they need to create lifetime relationships.

How do you get started with a whole brain business approach? Take two minutes and check out your communication style, click here.