|
|
|
|
|
|
||||||||||||||||||||||||||||||||
Welcome! Welcome to the Silver Fox Advisors monthly newsletter,
"Profit Building Ideas", which has been developed as informative
reading material for business owners and managers. We hope you will find this newsletter to be interesting and
valuable to your business.
This same process of a vision of what the end result looks like
applies not only to the artist but also to businesses and people that make up
the business. At some point in time every business started with its owner
having an idea and then putting together a vision and a plan to realize the
objective. As the business market changed, the owner adjusted the plan to remain
current and provide new ideas and products to the customer. The current business conditions are ever changing. Customer
requirements are changing. Employee requirements are changing. Technology is
changing. We are in the midst of an ever evolving information revolution.
These and many other reasons must prompt each of us to revisit our company
and personal vision. Make adjustments to it so the future results we picture
in our minds are realized. A vision by definition is a mental image produced by the imagination.
As we apply this to business and personal life, our vision is the picture of
what the business or person will look like at some point in the future. It is
the visual image and supporting words that paint the picture for the business
and its employees as to what it will be in the future. Consider your vision
as the statement placed in the headlines of a future business publication
acknowledging the results, the success of your company or yourself. What do
you want it to say about you or your organization? How do you want to be
recognized? How do you want to describe your potential? This central focus of a vision should define for your company
and yourself that you can succeed and you will know when you arrive. The vision
keeps you on track while knowing when to change tracks or add a new one. The
vision should be stated positively and in the past tense, as if you had
already achieved the potential identified as the "Ideal State." It
should create excitement and commitment. While all of this may appear to be common sense and sounds
reasonable, the challenge is to create your vision and communicate it to your
organization and yourself. This communication and support of the vision will
demonstrate your true commitment. Take some time over the next week to create a vision for your
business if you don't already have one. If you have one already, test it
against what is really going on in the business. Are you achieving your
"Ideal State?" Do you need to re-kindle the commitment, the
passion? Be proactive, be positive, be an artist - go paint that picture of
your future ideal state. ~ Copyright ©2010 JKL Associates (313) 527-7945
There are a number of problems with this process. First of all,
the people that are going through the resumes probably don't know that much
about the position. For all they know, they might be weeding out some of the
best possible candidates and sending the wrong people on to the interview
process. Even for the hiring manager, assessing candidates is not their
primary job function. It's probably something that they do every once in a while
and they are likely doing it at a time when they find themselves
short-staffed. They have other things on their mind, and they can be biased
by the fact that they want to fill the role quickly and get on with other
things. If they talk to somebody for an hour and the person suitably
answers the interview questions they may end up getting the job. That person
might have the best work ethic and might be very personable. They might also
be completely mismatched to the job and find that they soon get frustrated
when they're trying to meet expectations that they don't even understand. If a company were to use job benchmarking to first identify the
accountabilities of a position, it's going to pay huge dividends in the long
run. Hiring companies need to look at the bigger picture and identify exactly
what a particular job function needs to do. They need to identify how that
fits into the workings of the entire company. Once a list of the key accountabilities has been produced, the
company can go about finding individuals that can fulfill those
accountabilities. It means that the person they hire is more likely to have
success in that role because they match the role better. It's not enough to
be able to impress somebody in an interview. They need to have inherent
behaviors that will predict success for them specifically for their job
function. It might seem apparent that you need to hire better people in
order to have a better company. Many companies don't realize how much of an
impact those hiring decisions make in the long run. Employees that either
don't understand or are not fully capable of filling the requirements of
their position tax every part of a company. They will take longer to train, and they will be less effective
once they are trained. A human resources department that has to constantly be
going through the process of hiring new people because an employee was
frustrated with their position can cost a staggering amount. Not only will the poorly chosen employees create the need for
more employees, they will frustrate the ones around them. Managers will leave
because they can't get the job done and other employees will feel the
pressure from having to try and fulfill their own roles and somebody else's.
Start with job benchmarking and stop these profit robbing hiring decisions
from affecting your company. ~ © Copyright protected, all rights reserved worldwide. Written
for us by author Gary Sorrell
Values ‒ Establish four to six core values from which the organization
would like to operate. Consider values of customers, shareholders, employees and
the community. Decision making ‒ The
foundation for business today is provided through values and value- based
decisions and behaviors. Business values define the beliefs, standards, and
acceptable behaviors. Mission ‒ The
mission statement should guide the actions of the organization, spell out its
overall goal, provide a sense of direction, and guide decision-making. Critical Goal Categories ‒
Critical goal categories serve as the foundation for implementing your plans,
they focus on building upon your strengths and identifying and overcoming any
limitations. ~ Gary Sorrell. Copyright protected worldwide
You can't let praise or
criticism get to you. It's a weakness to get caught up in either one. Do more than is required.
What is the distance between someone who achieves their goals consistently
and those who spend their lives and careers merely following? The extra mile.
Without leaps of imagination,
or dreaming, we lose the excitement of possibilities. Dreaming, after all, is
a form of planning.
|
||||||||||||||||||||||||||||||||
|
phone: 713-467-5900 |
||||||||||||||||||||||||||||||||
|
|
|
