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The%20Crowley%20Group

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77% go home early on Day 1. 6.2 months until an new employee starts ... Decor. Clothing. Address. Emotion. Stories. Published statements. Rituals & ceremonies ... – PowerPoint PPT presentation

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Title: The%20Crowley%20Group


1
Making Selection Work
  • GNHRA
  • April 11, 2006

2
Yikes!
  • 16 - 40 execs resign or get fired
  • 30 - 35 fail
  • 25 under-perform
  • 77 go home early on Day 1
  • 6.2 months until an new employee starts to create
    value

3
Bizarre, but true
  • Worked for a great leader
  • Worked for a great company
  • Already a ..
  • Reminds me of me

4
Our focus
  • What do you need to know?
  • How to find out?
  • How to maximize results?

5
What do you need to know?
  • Specifics!
  • Job requirements

6
BARS Customer Service A concern for prompt,
efficient, and personalized service to clients
and a willingness to go out of ones way to
ensure that individual customer needs are met.
  • Exceeds Expected Levels
  • 5. Treats all customers with high amounts of
    respect and courtesy.
  • 4. Listens to customers to figure out what
    drives them (e.g., motivated by safety, profit,
    personal reason) and uses these hot buttons to
    structure deals to meet their needs.
  • Meets Expected Levels
  • 3. Schedules regular appointments with
    customers to inquire about their needs for
    services.
  • 2. Rarely visits customers sites to maintain
    contact with key decision-makers.
  • Fails to Meet Expected Levels
  • 1. Acts rudely towards customers by belittling
    their questions.
  • Rating ? ? ? ? ?
  • Explanation for Rating

7
What do you need to know?
  • Specifics!
  • Job requirements
  • Candidate requirements
  • Technical skills
  • Interpersonal skills
  • Intrapersonal skills
  • Organizational skills

8
Executive Intelligence
  • Regarding tasks
  • Define and prioritize elements of a problem
  • Anticipate plan around obstacles
  • Critically examine underlying assumptions
  • Articulate strengths weaknesses of ideas
  • Recognize what else they need to know how to
    get the information
  • Identify the splash

9
Executive Intelligence
  • Regarding people
  • Recognize conclusions from conversations
  • Spot underlying agendas and motivations
  • Anticipate reactions to communications
  • Identify core issues and POV in a conflict
  • Identify positive outcomes and the splash
  • Identify and balance needs of various
    stakeholders

10
Executive Intelligence
  • Regarding themselves
  • Pursue feedback and adjust
  • Recognize biases limitations and use to improve
    action plans
  • Take responsibility for own mistakes
  • Identify weaknesses in others arguments
    reinforce strengths in ones own
  • Know when to resist objections stay the course

11
How to find out?
  • Past Behavior interview questions (PBI)
  • Describe an actual experience
  • Really?

12
Are these behavioral questions?
  1. Are you an introvert or an extrovert?
  2. How important is it to follow the rules?
  3. What do you do about getting feedback?
  4. What values are important in the workplace?
  5. What is your problem-solving style?
  6. How do you handle conflict?

13
How to find out?
  • Behavioral interview questions
  • Case studies

14
Create a case concerning
  • Employee communications during MA
  • Outsourcing
  • Accounting scandal
  • Responding to a whistle-blower

15
How to find out?
  • Use interview teams
  • Divide the territory
  • Experienced interviewers
  • Include subordinates and customers
  • External hires consensus
  • Internal hires consultative or consensus
  • Board involvement increases failure rate

16
How to maximize results?
  • On-boarding
  • first few days
  • effective hand-off from recruiter to manager
  • access to the equipment they need
  • smooth administrative processes
  • first few months
  • integrate them into the organization
  • make them feel part of the team
  • part of its success as soon as possible

17
Culture How we do things here
  • A learned set of assumptions
  • based on a groups shared history,
  • that come to be shared and unconscious,
  • and are demonstrated at different levels

18
Digging Through the Levels of Corporate Cultural
  • Artifacts
  • Communicated values
  • Shared underlying assumptions

19
Artifacts - seen, heard, felt
  • Tangible
  • Physical environment
  • Language
  • Technology
  • Products
  • Decor
  • Clothing
  • Address
  • Emotion
  • Stories
  • Published statements
  • Rituals ceremonies

20
Top 10 Making Selection Work
  • 1. Make no assumptions.
  • 2. Select for intelligence and skills.
  • 3. The managers accountable for the right
    start.
  • 4. Invest in getting the new hire settled in
    productively.
  • 5. Cover all the territory with the right
    interviewing team.
  • 6. Videotape of candidates success.
  • 7. Seek consistent candidate requirements.
  • 8. Get agreement on job requirements.
  • 9. Recruit beyond your own network.
  • 10. Dont just hire your friends.

21
Complimentary Newsletter Article
  • Navigating Change
  • Making Selection Work
  • Business card or email
  • Elaine_at_TheCrowleyGroup.com

22
About Elaine Crowley
  • In her 25 year career, she has served
    as VP, HR/OD on 3 executive teams and consulted
    to over 60 leading organizations in both the
    private and public sectors. Elaine writes
    frequently on management and leadership topics,
    and is completing her fourth book, this one on
    the most effective executive coaching techniques.
    She holds an M.Ed. In Psychology.
  • Elaine and her colleagues partner with you
    as you navigate change.
  • The Crowley Group develops leaders, teams
    and organizations by
  • Executive Coaching
  • Team building and Change Management
  • Facilitation and Mediation
  • Custom workshops with follow-up coaching
  • Building commitment by aligning staff with
    strategy
  • MA launches

  • 1001 Marina Drive, Suite 107 Marina
    Bay MA 02171
  • Elaine_at_TheCrowleyGroup.com
    617-471-1800
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