|
RESISTING THE ODDS
By George W. Tucker, MS
 With our PEACSCORE© set up to be self adjusting, and now in our eighth release for measuring trainability, accuracy is
high, predicting who will need the most work. Sometimes, this is work you may not be able to provide, thus, effectively scheduling them for failure.
Certainly, experience generates points, and this is why the PEAC- SCORE is not simply printed out on the results pages for the PEAC SYSTEM®. Your Reader will calculate the PEACSCORE© based on several factors, including your own training and management style.
Let's face it, some people will chew up good profiles. As an example, a high POWER, low EXTROVERSION manager often does not care much about people, or about their feelings. Usually abrupt and brusque, this sometimes painful communication style may send a potentially good profile packing. And, guess what? Often, they show up in someone else's shop making them money!
There is no wrong profile for the business, any more than there is a wrong profile for management. What there is, sometimes, is an inability to intellectually grasp the personal shortcomings of the style you wield, and adjusting to get the best out of your subordinates' styles. There is a lot of money made through seminars and programs designed to help you understand the need for adjustment. I've given them myself. But if you don't put the things into practice, it won't work.
As we've said before, the PEAC SYSTEM® addresses 25% of the process of hiring and training, in its raw form. Taking the information through into management, however, kicks this up to nearly 50%. But still, you have to contribute the other half!
That first 25% factor for proper hiring is screening for those who will represent too much work for your style or environment...
| |
Attitude is akin to behavior, usually, though, developed by the failure of the two categories, knowledge and understanding (training). You see, if the adult learner does not buy in to what you TELL them to do, you have an understanding problem. Failure, then, to be successful because of this glaring defect, causes an attitude that will certainly destroy motivation and desire to make it happen.
Hiring, training and management isn't easy. If you, yourself, are not a so called ideal profile for management (regardless of production profile), you can inadvertently destroy months of hard work by just forgetting, once, and being yourself! Ouch! Turnover is expensive!
I know, I've been there!
Many times, and we hear it all the time, the manager was one of the top producers in his or her office, perhaps in the entire company, and now has taken on a new role. Knowing well how to bring in the bucks is not the same as bringing up the new employee, and often, that adjustment is beyond the manager with a production profile. Worse yet, the corporate reps are seldom aware of the extent of change necessary, and their very training and assistance can compound the problem.
We provide tools to help. The In-House Program is an outstanding way to get us in front of your people for some recipe adjustment, but even more importantly, in front of you for communication training. This can be cost effective for a group of three to four people, but even represents a sound investment for those who would like to grow to that size.
Backing up the In-House Program is our Consulting Sessions©, a one hour one-on-one to share some ideas about teaching your people to be self managing, to help you identify and land the right kind of producers, and general assistance in the business.
We can help. Give us a call!!
|
