Lynn Taylor: Is It Possible To Transform Underperformers Into A-Players Just By Changing Seats? Spoiler Alert……Yes!

May 31, 2018

On Average 20% of your company provides 80% of your value. Which poses the following questions that we covered on today's show:

  • How many A&B players would you need to produce 100% of the productivity generated now
  • If everyone in the company were A&B players what would be the capacity?
  • Solutions to transform and/or hire top performers

On Average how many people at a company are A players?

  • 20% produce 80% of the work…
  • Startup should be flipped

Can we transform people by just moving them to a different seat? How?

  • Aligning passion & growth

Why is important to shift people to a different seat rather than letting them go?

  • Shows commitment to people in company and doesn't downgrade the morale of the company

If everyone in the company were A&B players what would be the capacity?

  • Increase ROI by 300-400% with the same people every time. Just moved people in the right position.
  • Most people are in the wrong seat

How do we transform current under performers into A players? 

  • Job description process: be able to show what is really needed in each role
  • What needs to be accomplished and when it needs to be done
  • Growth, Attitude & Passion
  • Clear statement about the most important contribution will the person make and how much $ does that turn into with an A-player.
  • Prioritize responsibilities & percent of time doing each tasks.
  • Where are they, what do they have as tools, & the biggest task (4-5 kinds of tasks) of everyday-functioning at the task level
  • Type of communication- break down (telephone, data)
  • Who I am matched with these areas- deliver core value energy
  • Weave CVI and detail the How

Lynn Taylor is the President and CEO of Taylor Protocols, Inc.  He is a business optimization expert in the areas of human capital, C-level performance, executive coaching and organization design.  Lynn is a creator of the Core Values Index (CVI), the only assessment to identify the unchanging human characteristics that dictate future job performance and align these with the responsibilities of a given role for guaranteed success.

Lynn stakes his company and his reputation around his “right person, right job” mission. He has performed more than 200 successful turnaround projects over the past 20 years.

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Ron Herrera: Benefits Strategy For Attraction And Retention. Thoughtfully Crafted To The Demographic Of Who Your Company Is Attracting

May 24, 2018

Is your benefits strategy the right one to land great people? Highlights discussed on the show: 

  • How Benefits drive Retention
  • Effective vs. Ineffective benefits
  • How Benefits can help land Talent

How benefits drive retention

  • Hard for employees to leave when employers demonstrate the value. Employee feels like they can not get as good of a package somewhere else.
  • Total compensation statements- powerful tool

What benefits are Effective? Ineffective?

  • What people expect & at what level?
  • Strategy for different company sizes
  • Botique benefits- pet insurance, Financial well being.

How do benefits help land talent?

  • Reduces days to fill
  • Impact cost to hire associate
  • Strong release pitcher role.
  • Medical needs

Ron Herrera is Vice President of Consulting Services with the Precept Group, a national employee benefits consulting firm and insurance brokerage.  Precept offers a variety of services including health and welfare consulting, health management programs, benefits administration and technology, retirement plan services and more.

Ron partners with employers across the United States to reduce healthcare expenditures and stimulate organizational culture.  Prior to joining Precept, Ron led Human Resources operations in Vice President and Director roles with multiple healthcare organizations.  

Check out the Blog on the Stride Search, Inc site for the supplementary “show recap” article with detailed takeaways/insights from the interview.

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Richard Franzi:Unintended Consequences Of A Poor Hiring Process

May 17, 2018

Bad hires are the negative effect of a unstructured hiring practice and will manifest itself in the performance of your company. So how do you minimize the risk of bad hires? A hiring structure needs to be in place to drastically increase the chances of making a great hire.

Show Guest:

Rick Franzi is the Founder & CEO of Critical Mass for Business. He is the author of the best selling book “Killing Cats, Leads to Rats” -Mitigating the unintended consequences of Business Decisions.(Amazon.com)

Rick currently chairs CEO Peer Groups® throughout Los Angeles and Orange County, CA through his partnership with Renaissance Executive Forums.  He is the host of Critical Mass Radio Show & Podcast here on OC Talk Radio.

He is a nationally recognized thought leader on the power of peer learning for CEOs and business executives. Rick's work has been featured in national media forums such as Forbes & Inc.com

Topics covered in “unintended consequences”:

  • Symptoms
  • Diagnosis: the disease is not Hiring with a process
  • Secure Model for Hiring
  • Prescription

What are the symptoms (issues)?

  • Company’s hire for Skills
  • Winging it
  • Asking the wrong questions
  • Down hiring

The diagnosis: disease is not having a hiring process. Why?

  • Repels great talent (unstructured is unimpressive)
  • Unstructured interview (only a 6% chance of making the correct hire)
  • Bad hire will infect 30% of the people around that person - drop in performance

Prescription/solution - implementing the SECURE Model  

  • S stands for slow down the decision-making process.
  • E stands for expand your knowledge.
  • C stands for clarify the desired outcome.
  • U stands for unify the team
  • R stands for retain control of the process.
  • E stands for ensure you stay outcome focused.

Check out the Blog on the Stride Search, Inc site for the supplementary “show recap” article with detailed takeaways/insights from the interview.

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Ville Houttu: Maximizing Transparency And Trust. This Bold Step Thrust One Company Toward Massive Success!

May 10, 2018

True transparency maximizes trust and enables a company to thrive! Vincit promotes proactive leadership and a bottom up leadership approach. The results: a rediculously successful business with no attrition and incredible engagement and productivity. 

Episode highlights:

  • True Transparency- what it looks like to a company that is thriving
  • Proactive leadership
  • How this structure attracts outstanding people!

Explain what transparency looks like in you company

  • Publish Salaries openly- colleagues nominate for raises. Twice a year
  • Satisfaction guarantee for new employees. Pay people to leave within first two months
  • Eliminated middle management
  • Company credit card

How does transparency Maximize Trust?

  • Bottom to top approach to leadership - focus on listening and reacting. Leadership as a service- created a platform. LaaS
  • Increase Management workload? - lowers load because you are not predicting situations to handle situations. Individualize the model. People end up managing themselves

Transfer into your hiring process?

  • What do they do in hiring?
  • Screening to eliminate the mediocrity? they test interviews in teamwork based situations.
  • Look for collaboration, skills and cultural fit. Have to be able ask questions, “having dialog”

Results?

  • Attrition
  • Engagement
  • Productivity

Ville Houttu is the Founder and CEO of Vincit California, Inc. Previously, he helped to take it public in Nasdaq First North marketplace. After the IPO, Ville moved to California to start Vincit’s local subsidiary. During the first year of operations he built a team of 20 developers in Irvine and acquired OC’s hottest digital branding agency, XTOPOLY. The team operates in Irvine and Palo Alto, where they help companies such as Logitech and Yamaha to develop their mobile apps and digital services.

Ville is passionate about creating lean working environments and scaling operations without creating policies. He is also one of the few Ironman triathletes who plays steel guitar on several albums on Spotify.

 Check out the Blog on the Stride Search, Inc site for the supplementary “show recap” article with detailed takeaways/insights from the interview.

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Chris Steely: Unconscious Bias And How To Eliminate It From The Hiring Process

May 4, 2018

We all have unconcious bias. It is important to recognize and identify them, especially in the workplace.  When we acknowledge these biases, then they can be  eliminated in the interview process, creating smarter hires for your business.

Episode highlights:

  • What Unconscious bias is
  • How to acknowledge it
  • Eliminate it from the hiring process

What is Unconscious Bias?

  • Relative to gender, race, age
  • We all judge but the key is not to pass judgement until…
  • Unconscious (or implicit) biases are learned stereotypes that are automatic, unintentional, deeply ingrained, universal, and able to influence behavior

How do we recognize and identify our bias?

  • EQ, Self Awareness
  • Roots

The value of Bias in the workplace

  • Diversity in thinking
  • Leverage Enlightenment

How do we Eliminate Unconscious bias from the interview process?

  • Understand the value around bias in the workplace
  • Harvard Business Review:
  • Seek to understand- “Organizational conversation”,
  • Job descriptions- perception words, gendered words-balance:”build and create”
  • Blind resume review- ignore the name
  • Accomplishment focus
  • Structure Interviews
  • Value fit
  • Diversity goals

Chris Steely is the Managing Director of GPS Business Group. He is a transformational business leader, author, trainer, and business coach, who has trained thousands of business leaders worldwide on how to refine and apply optimal capabilities to their business.  Chris focuses on delivering business effectiveness services to clients across the globe. He’s co-authored two books, and has been featured as a business expert on countless international stages.

Check out the Blog on the Stride Search, Inc site for the supplementary “show recap” article with detailed takeaways/insights from the interview.

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