Finally, I get it!!

Hunting for a job can be an extremely frustrating experience…….so I’m going to give you this Job Search Checklist I use with my clients to help you stay focused:  Here it is, print it out and check it off….

1.  Do you know what you want?  Is this written down? Does it include the industry, actual company names you would like to work, people you would like to work for / with?

2.  Have you written down all of your skills? Categorize these into computer skills, technical skills, operational skills, people skills or other areas specific just to your industry.

3.  Have you written down all of your jobs, experience and added under each one at least 3 accomplishments and 3 difficult situations you were involved with or managed?  Write these down in a story format, the situation or issue, what and how the action you took or initiated, and a summary of the results.  After you have these stories written out review for the skills you used to accomplish the results.

4.  Have you taken your list in #3 and sorted, categorized them, organized them for easy study?

5.  Is your resume or CV up to date; have you asked Peers to review it and have you made the changes they recommended?

6.  Have you registered, networked with or connected with your local Employment One-Stop type center?

7.  Have you written out a job hunt marketing plan, listing out the industry, companies, people you need to connect with.  Have you developed an email campaign, social media campaign for your job hunt?

8.  Have you developed a video resume? And, placed this on your own private website.  Try Posterous if you do not know much about creating a website; if you can write an email you can use Posterous. Place all of your information on there.  Other sites you might want to try out, I really like this one. Also, take your video resume and put it on You Tube. Update your LinkedIn account to read first under your name, (the heading): Seeking Opportunities| Then list out the type of job you are looking for or industry. For example: Seeking Opportunities in Pharmaceutical Sales.

9.  Have you connected with every Recruiter you can find who specializes in your industry, or type of job you are seeking?

10.  Have you wrote out answers to and practiced the most common interview questions; especially those hard to think on your feet ones, the behavior questions.  The ones that start out with, “tell me about a time when you……….”.  Video tape yourself answering these questions; practice with a friend or call a career coach, like me!

Now you are thoroughly prepared to begin your job hunt…..and please do not attempt before you have prepared.  Luck is defined as Opportunity Plus Preparation!  You must be prepared when those opportunities come around.  Once you step out and begin saying – “Here I Am How Can I Help Your Operations” the opportunities will come.

You Must be ready…..

The Job Search Checklist - Robin Harpe

Keep Your Employees Engaged

The kind that keeps your employee’s emotionally connected with your business, vision and purpose.

According to a Gallup October 28, 2011 report by Nikki Blacksmith and Jim Harder 71% of American workers are actively disengaged on the job!

As the economy improves these workers are going to be the first to go making today the best day to examine how to keep these top quality employees.

The report also noted that the most likely disengaged employee is male, college educated, between the ages of 30 and 64 and earns < $36,000 or > $90,000.

What can HR professionals and employers do?

First review your organizational:

➢ policies and practices,
➢ training of line managers to better communicate the company’s mission and vision,
➢ involvement of line managers in strategic planning,
➢ employee survey results, benchmarking these against others in your industry – know what your employees are thinking and talking about.

Beyond this here are some other ideas to improve employee engagement:

1. Take more time in hiring
2. Review the deadwood on staff and make those hard decisions for recovery or replacement
3. Review your turnover rate “before” the hire, how many candidates either eliminate themselves in the hiring process or you eliminate them during the process?
4. Have better, very clear and concise job opportunity descriptions; give a true picture of the type of team member who will be successful in the job. See #3!
5. Use a personality assessment, Like DiSC, as one of the many tools for hiring. Consider the make up of personalities of the team when adding a new member.
6. Ask the person for a personal mission statement to be supplied and how that meshes with the job you are considering them for.
7. Set and describe clear performance expectations.
8. Add Career Development and clear progression paths.
9. Make sure employees have the opportunity to use their SKA’s.
10. Give employees more autonomy and independence in doing their work
11. Give more employee appreciation
12. Communicate you Vision often
13. LISTEN, LISTEN, LISTEN to your employees, take the pulse of your organization and know what your employees think and feel. Change or create policy development based off of this pulse.

Any other ideas you are using to increase for employee’s job engagement? Post your comments below.

Let’s Talk Employee Engagement - Robin Harpe

I'm hearing....

As the economy appears to be healing from the Great Recession employees are becoming restless and beginning to think about a new job!  I heard the other day that current employees start getting restless feet and begin thinking about new opportunities within 18 months on the job.

In the recruitment world, we are seeing more and more job orders coming in.

This coupled with the fact that that Bureau of Labor Statistics has voiced back in 1960 employees would have about 4 employers, today it is more like 10.8 employers and could well reach 15 employers or more for our younger generation of workers.

That means we are coming to a perfect storm in recruiting.  Do you remember back in 2000 the experts were warning Businesses that we would run into this same storm?  We would not have the workforce available for the jobs we would have open.  This is now reality with a slight twist they did not expect back then.

What we have today is:

• Workers are Restless and ready for new opportunities
• Your Top Employees are also your most attractive to other Employers
• A shortage of Top Quality Candidates for certain positions
• A strengthening of confidence in the future
• Candidates are using social media to locate and apply for new opportunities
• There are more and more resources for these restless employees to network into a new opportunity

What should an Employer do?  If you have jobs open you absolutely must be online somewhere with your hiring process.  All jobs have some online aspect today.

As you can’t always keep your top quality employees from leaving; communication and active listening is the key to knowing what the pulse of your organization is thinking.

In this post we will concentrate on the online recruiting piece, next week we will concentrate on employee engagement.

What are the benefits of social recruiting?

1. Allow you to connect with a larger pool of active and passive candidates.
2. Allow you to build your Employer brand through content shard on social media platforms.
3. Gives current employees quick effective ways to refer their networks and contacts for open positions and your candidate pipeline.
4. It lowers your cost of sourcing!

There is a disconnect between where companies are sourcing and where the candidates are located!  Companies are using LinkedIn and Twitter; candidates are on Facebook. Creating a strategy that will work with this knowledge is key to a successful social media campaign and branding solution.

Here are the top 7 questions to ask before starting a social recruiting strategy:

1. Why are you using / what is your business objective for a social media campaign?
2. What are your long-mid-short range goals?
3. Do you have an Employer brand? What is your brand?
4. What is your company’s current culture?
5. What do your current Employee’s really think about your Company?
6. What is the demographic make up of your workforce?
7. Which social media platforms do they engage?  (this is not just having a profile on the platform but also actively engaging on a daily or weekly basis)?

After you have this information your team can set down and review where you want to be, create a plan on how to get there and be able to measure whether you reached your targets or not!

Join me next week when we discuss how to keep those hard to keep, restless engaged top quality Employees.

For more information check out these resources:

The Perfect Storm in Recruiting - Robin Harpe

Continue Learning

Last night I attended the final panel discussion entitled “Table For One: Celebrating You” held at the University of Florida and sponsored by The Target Corporation and the UF Career Resource Center.

Mr. Farouk Dey who is the Director of the Career and Professional Development Center at Carnegie Mellon University gave the Keynote address.    He asked what it means to be a leader and here is what he said, in my shorthand!

Let’s set your place at the table for one.  Everyone speaks about leadership and few really understand how to be a leader.  Think of Oprah, Martin Luther King, certain Presidents and others who stand out as leaders among us.  Who would you pick as the epitome of leadership, who stands out among us all in the world as the one person who get’s it right – all of the time?

To lead is to:

• Inspire
• Know
• Empower
• And, to Do

Vision inspires and comes from leaders who are able to tap into their true self.  Oprah’s brand is a fabulous example of this.  She gives from her heart and her passion leads her to help others in any way she knows.  It just so happens she does this in a big way.  These kinds of leaders know who they are, what they value and they share freely this deep part of themselves.  They have the courage to tap into their story and have a deep desire to share this in hopes of helping others.

Tap into your unique self.  Diversity leads to innovation, embrace diversity (we are not speaking of race here) but a true organic diversity where all peoples from all walks of life and experiences can co-exist and learn from one another.

Knowledge creates understanding.  You have to know something about something before you can lead!  Have to be an expert in something first.  To know something gives you credibility.  Recognize your expectations, learn who you are and what your own bias’ are.  The more you know the more you know that you don’t know.

For example, when others say ‘I’m not a racist” then apparently they have more to learn because statements like this is actually drawing attention to their bias not the other way around.  Or put another way – whom are you trying to convince?

You empower when you invest in relationship building.  Trust creates a safe place for the unique self to come out in the relationship.  Ask yourself these two questions:

What makes you unique, say I am a person who ___________________.

What is my purpose in life?

For example, my uniqueness is that I see more in others than they recognize in themselves and I inspire them to transform this passion into performance.       (Robin Harpe)

And, finally “doing”, which is my favorite.  All the theory in the world is useless unless you can put it into action.  How do you use your uniqueness to make significant accomplishments?  Leave a Legacy that will stand the test of time.

During the panel discussion (see attendees at the end of this post) Mr. Farouk Dey asked the panelist’s what they wished they would have worked on more while at UF, here are the answers:

• Personal brand management, personal digital image
• Conflict resolution
• Writing, grammar and spelling
• Writing, communications such as speech class to learn how to give presentations and debate without violating the rights of others
• Balancing and execution, take on more leadership roles in class or groups
• Explore campus more, experience other groups, and step out of comfort zone
• Seek Mentors in industries and areas of interest

And, the final thought:

What you should keep doing – learning – learning – learning

I love the quote by Chris Johnson’s Grandmother, “I’ve been your age, you’ve never been mine” so listen, learn and respect your elders – they have been there and they know.

Thanks to all the panelist’s for a fabulous lively discussion throughout the evening and our best wishes go out to our friend, Mr. Farouk Dey, who very soon we can call Dr. Dey or the Real Deal!

• Mr. Carlos Hondal, Principal of CMH Advisors, LLC
• Mr. Chris Johnson, Executive Director and Co-Founder NonProfit Center of North Central Florida
• Ms. Consuela Smith, Network Systems Engineer, Harris Corporation
• Mr. Dennis Ngin, Business Owner and Co-Founder One Greek Store
• Mr. Keith Mazzoni, Group Asests Protection Team Leader, Target Corporation
• Ms. Erica Byrnes, Associate Director for Academic Advising & Career Coaching UF College of Business
• Mr. Steven Rose, Program Director, Rose Consultation Services

The Big Deal with Farouk Dey - Robin Harpe

“Whoever wants to be a leader among you must be your servant.” (Matthew 20:26)

Usually when you go to one of these meetings you are on Fire!

Then over the next few days the Fire draws down and the materials you brought home wind up on the edge of your desk, then the table beside your desk, then the floor and finally their normal resting place – the reference bookcase.

Here is a picture of mine!!  Yep, look at all those books. And, that is only one bookcase of so many I’ve lost count…

This time I made a very concerted effort to put into action what I had just learned.  And, as I’ve been studying the book, EntreLeadership by Dave Ramsey, I started wondering about all those other references I have…..in my bookcase saying practically the same things.

So, I wanted you to have the list I created from the following resources that shows you how to live a fulfilling life easily.  The Twelve Pillars by Jim Rohn and Chris Widener, The Monk and the Merchant by Terry Felber, EntreLeadership by Dave Ramsey and the Richest Man in Babylon by George S. Glason.

Feel free to print this list off and discuss with your team how to put these principles in place.  Need some more help or have questions give me a call – I love answering your questions and helping you transform your passion into performance .

• Change the way you look at things and the thing you look at change: The only way things are going to change for you is when you changes
• Live a Life of Health: You should make sure that the outside of you is a good reflection of the inside of you

The Gift of Relationships

• Time, effort, and imagination must be summoned constantly to keep any relationship flourishing and growing
• Be meek before God, but Bold before men.
• Understand the power of partnership

Achieve Your Goals

• The major reason for setting a goal is for what it makes of you to accomplish it
• Work hard and God will prosper you
• A man must do whatever he can to provide for his family

The Proper Use of Time

• Every day has many opportunities, but only one best opportunity
• See challenges as stepping stones, not as obstacles

Surround Yourself with the Best People

• Don’t join an easy crowd; you won’t grow.  Go where the expectations and like demands to perform are high

Be a Life Long Learner

• Formal education will make you a living, self-education will make you a fortune

All of Life is Sales

• One key to having influence with others is to have others perceive you as a person of talent and virtue

Income seldom exceeds personal development

• What you become directly influences what you get
• Financial prosperity is often connected to soul prosperity
• Always keep to your budget
• Loaning money destroys relationships
• Live debt-free and below your means

All communication brings the common ground of understanding

• Communication is two or more people working together to find the common ground of understanding.  And, when they find that common ground, they are positioned to have tremendous power together.
• Take responsibility for problems that are the result of your own bad decisions.  Don’t displace the blame.
• The world can always use one more great leader
• To lead others is to help them change their thoughts, beliefs and actions for the better
• Trials develop your character, preparing you for increased blessings

Leave a legacy

• Live a life that will help others spiritually, intellectually, physically, financially and relationally.  Live a life that serves as an example of what an exceptional life can look like
• Live on 70% of your income
• Pay 10% to yourself for the future (your retirement)
• Pay 10% for debts, future large expenditures savings
• Pay 10% for charity

These are the principles to live by.  To sum them all up here is a great exercise:

Focus List:  Write down in one list what you are trying to achieve, what makes you happy, and what’s important to you.

Then make another list of those things you will Ignore: What are you willing not to achieve, what doesn’t make you happy and what get’s in your way.

Now review this list with the above life actions and create a personal mission statement that will guide every decision you make and allow you to live the life you have always wanted.  If you are struggling look at the area you are having the most difficulty with, the area which is most out of balance.

Post below the two actions today that you can do which will help put your life back in balance in these areas. I look forward to seeing your results.

How to Live a Fulfilling Life Easily - Robin Harpe

Why is my job search not working?

With that in mind I’ve been studying Freud, Skinner and Chomsky’s ideas on this same topic and how it applies to the unemployed, underemployed.

In these studies, and you know this intuitively, people are conditioned to behave in certain ways through their experiences.  The true behaviorist’s theory defined simply.

This explains why some who are unemployed or underemployed continue using outdated, inefficient and unsuccessful job search methods.

I have a pet peeve on using the term “job search”.  A job searcher is someone who uses these outdated methods for employment.  Rather we should be a “job hunter”.  In hunting the person has a plan, knows their prey, hangs out where their prey will be and knows how to capture the prey!

Let’s examine the top five things that job searchers do that undermine their results for finding and capturing that desired new opportunity.

Being unsearchable.  If you cannot be found within six phone calls or searches you have not optimized yourself online or through your connections.

They do not have a marketing plan.  If I were selling widgets then I would know who wants to buy the kind of widget I am selling!  If you do not know your product, YOU, how can you sell yourself?

Knowing your transferable skills, experience, abilities and knowledge puts you ahead of all the competition because armed with this information you can create a solid powerful results oriented marketing plan for the job hunt.

Exhibiting unprofessional behaviors.  How do you measure up to the following:

Being asked to submit to a drug test – will you pass?

Dressing for success – do you look the part?

Demeanor – how well do you fit the organization?

Reliable – were you late for your appointment, changed the appointment?

Attitude – does it stink, do people like you, do you like you?

Follow up – what is your plan to follow up after networking, meetings, interviews?

Communication – are you clear and concise?

Communication – do you have an appropriate voice mail and email address?

Poor presentation skills – is your presentation (your interview answers compelling and targeted for the organization); do you speak about your accomplishments or concentrate on job titles, list of duties?

Not being persistent or resilient – how well can you take criticism, get up when you don’t feel like it, deal with “no”, bounce back and move forward?

Job hunters who are successful do the reverse of all the things above.

They:

1. Are Searchable
2. Create and follow a thorough Job Hunt marketing plan
3. Are professional in all communications, verbal and non-verbal
4. Know their Unique Selling Proposition and they practice it
5. Get up and do it again – over and over and over and over
6. Get Positive Results

Need help, know someone who needs help – give me a call or email today.  I love hearing from you.

The Blind Job Hunter – unsuccessful job search methods - Robin Harpe

I know, I’ve been out of pocket for a few months and here’s why:

Have you Missed me?

I’ve been consulting with a new start up group and that pulled me away from you – my most valuable friends.  I do apologize for that and hope 2012 so far for you is moving along nicely.

Today I want to share myy experience and Entrepreneurial Lessons I’ve learned when forming a major start up venture.

1. Having an idea for a start up is great but it is only the first step.  You must clearly be able to articulate what it is you want to do, what you are striving to accomplish, why your niche needs you.
2. Then you need to be able to state this reasoning within 90 seconds!  And, this statement needs to be clear, concise and compelling. Visit the most recent Success Magazine for an article from the Shark Tank, my favorite show to learn how to, and how not to articulate your entrepreneurial vision.
3. The next major lesson is giving unclear expectations to your workforce, whether this is your family members volunteering for you or paid employees.  You can see how steps 1 and 2 lead to step 3.  If you get this right step 3 takes care of itself, get it wrong and you will be out of business before you start.
4. Be transparent!  People can smell when something just isn’t right.  Some will take longer than others, but they will all figure out if you are not being forthright with them.  From investors to employees it is very bad business to withhold information.  Withholding information is a form of lying!   Nobody wants to work with or be involved with someone who lies.  Trust is earned not given automatically for your title.
5. You can’t do it alone – you’ll need partners.  Make absolutely certain that those you partner with are on the same page as you.  There should be shared vision and this should lead back to number 1 and 2 above.  Partnerships are like marriages, some are good and some are not!  You have to work at making them good.  Picking the right partner in the first place, just like picking the right employees in the first place – makes a world of difference.
6. And, the number one lesson is to research your niche and idea.  Testing your idea out before you jump feet first!  You cannot research enough.  You must be the expert in your industry, your job, your niche.  You have to know your customers and competition better than they know themselves.  Otherwise you can’t create marketing that will be compelling enough for those individuals to even pay attention to you!  And, if you should capture a client – how are you going to keep them if you know nothing about what makes them tick?

I’m hoping you find these suggestions helpful.  Being an entrepreneur is the most rewarding “job” you can ever be blessed to have.  Making sure you do it right, reaching out for the help you need – that will be the difference between success and failure.

And, thank you for being a part of my vision.  I do appreciate you very much.

Start Up Entrepreneurial Lessons - Robin Harpe

Success!

As we move into Fall, we will begin to think about our goals for 2012. That might seem like a long way off right now, it will be here quicker than we realize. Why wait until 12-31 to make out your goals; start now. Here is a summary from my good friend, John Spence on what it takes to have Business Success and I’m sharing with you to remind you of the key areas to concentrate on while you think about 2012, and now. Why wait start today on improving your business and your life.

The John Spence Formula for Business Success
Check out more from John here

I wanted to kick the New Year off with something powerful, a message that I felt would be truly helpful to you and your business. So, after more than 15 years as a management consultant and reading upwards of 1,500 business books, this is what I feel is at least one of the main keys to building and sustaining a highly successful business:

T + C x ECF = S

T= Talent. Let me make this as awesomely simple as possible: the success of your organization (or career) is directly tied to the quality of the people you can get on your team. Period! Whether you lead two people in a department, 8,000 across the globe, or are a solo-practitioner… you must understand that your future depends on your ability to attract around you a large group of highly talented people who are invested in your success. Be they employees, mentors, advisers, colleagues, board members, books, seminars, audio books, DVDs… you need a massive network of top talent – and then you need to be really good at going to them and asking for HELP! I cannot possibly overstate how critical this is.

C= Culture. Once you surround yourself with talent, the next step is to create a culture that will allow those talented people to grow, flourish and contribute to your organization’s success. To me, the key elements of such a culture include:

Superb communications: lots and lots of open, honest and transparent communication throughout the entire organization. Tell the truth – all the time, and share as much information as you possibly can with anyone and everyone that might be able to help you.

Continuous Innovation: a culture where every single day,  every single person in the organization is looking for ways to increase efficiency, improve the product, drive down costs and deliver more value to the customer. These don’t have to be game-changing monumental innovations (although those are good too!) but there must be a relentless focus on continuous incremental improvement by every member of the team.
Sense of Urgency: not 400-mile-an-hour craziness, but rather an energy and drive by everyone in the organization to make the important things happen… now! A sort of restlessness that keeps everyone on their toes and looking for the next thing to get accomplished, the next project to get completed.

Fun: I am not talking about total laughs all day long, what I mean here is that people enjoy the work they do and the people they do it with. As you walk through the place people are smiling and look like they are having a good time. If it is hard to imagine your organization like this – you have some important work to do in turning it around.

Meaning: this may be the most important element of all. The ONLY way to attract top talent to your team is to give them the opportunity to make a difference. To do challenging and important work; be treated with fairness and respect as they do that work; and be shown genuine appreciation for their contribution. You give them tons of this (and a fair salary) and you can absolutely get and keep the best-of the-best on your team.

ECF = Extreme Customer Focus. It is my firm belief that whoever owns the “Voice of the Customer” owns the marketplace. Here is the sad truth: most organizations actually know very, very little (or nothing) about their customers! So the goal here is to take the first two elements (Talent & Culture) and focus them on deeply understanding and connecting with your customers at a level that no one else in your industry could even come close to. If you can do this you will have created a sustainable competitive advantage this is exceedingly hard to copy or combat.

So here you have it, the John Spence formula for business success:

Talent + Culture x Extreme Customer Focus = Success

As always, it is one thing to say that you understand this formula… and it is something entirely different to know that you live it every day in your company!

Success by John Spence - Robin Harpe

He quickly, thinking this is the answer I wanted, said an emphatic – YES!

I asked again, telling him this is a trick question, and said are you sure? He again said, “absolutely Yes”!

ok, maybe I was being a little manipulative in my questioning so let me explain my thoughts on this question.  The old question about your weakness and strengths is just that old and tired.  Interviewees today are very knowledgeable an skilled at answering and anticipating questions.  They practice way before they get to your office – or at least they should have.

Asking this question gives you insight into how aware the person is in terms of getting the most out of others when supervising them.  I don’t even like that term, that’s another rant for another day.

Leading people is about helping them develop in my opinion.  The more you help them develop the stronger your organization becomes.  And, everyone needs development, everyone can improve.  Nobody can know everything!  Communication is king.

The answer I was looking for is an understanding, an awareness that you cannot motivate anyone – that motivation comes from them, internal.  I can’t make you jump out of bed in the morning to run off to life — I can Inspire you – I can’t motivate you.

It is a subtle difference, but a major difference.  If you are hiring you want people who are already motivated!  Otherwise they are not going to be A players, you’ll constantly have to be pushing them……

I’d rather have an organization full of Pull employees than Push employees.  I’d rather have to pull you back, calm you down just a bit – than try to push you!  Pushing an unmotivated person to be motivated just never works.  You either internally have that “self starter” gene or you do not.

I came up with this little saying so you can remember this the next time you are interviewing for a job or you are interviewing candidates.  How would you answer questions about your philosophy for these areas / what question can you ask a candidate that gives you a good insight into their value system.

MIRA

Motivation – what motivates you?

Inspiration – what inspires you? how do you inspire others?

Responsibility – do you accept total responsibility for your life events – what does that actually mean to you?

Accountability – do you hold yourself accountable?

Another favorite interview question of mine is to simply ask, “What is your philosophy of life”?  How they answer will give you insight into what their true values are – you can tell when somebody has never thought about this and is making it up right before your eyes!

I look forward to your comments and hearing about your results.

Post your comments here.

Can you motivate employees? - Robin Harpe

Push People Up!

How you do anything is how you do everything!

When no one is around, and watching you – what are you doing – how do you act?

As a keen observer of human behavior, it has been my lifelong passion, I find it interested why people do the things they do, why they say the things they say, why they believe the things they believe.
When working with groups this becomes even more interesting.

When you get right down to it you can tell immediately everything you need to know about someone just by observing their behavior and actions – reactions.

I’ve made up the following list of questions for you to think about the next time you are observing behavior, striving to determine a person’s true values:

1. Do they return your phone calls, emails?
2. Do they honor their commitment to you?
3. Do they do what they say they will do?
4. Do they send you information, give you things that will help you without you asking?
5. Do you continually have to ask over and over for something?
6. Do they ask questions that shows they have been actively listening?
7. Do they only talk about themselves?
8. Do they always ask for favors, and then disappear when you have a need?
9. Do they demand things of you, giving off the impression they are better than you?
10. Do they apologize when they are wrong?
11. Do they blame everyone else, never accepting responsibility for their part?
12. Do they talk a good game but no follow through?
13. Do they accept total responsibility for everything?
14. Do they speak about themselves in third person?
15. Do they constantly say, “I could never do that”?
16. Do they constantly say, “I wish _____”?
17. Do they tell the same stories, over and over and over – nothing new?
18. Do those stories come from the glory days of their life?
19. Do they talk positively or negatively?
20. Do they subscribe to WOW customer service by giving you more value, went out of their way and way above what you expected?

Armed with these answers you can tell if a person is proactive, reactive, negative or positive, someone you would like to get to know better or someone you need to run away from – quickly.

Whether you are looking for a job (new career), hiring a team, working in a team, working with clients or customers stopping to observe behavior can help you tap into your intuition.  Everybody has intuition – not everyone listens to it.

To exercise your intuition faculty; every time that little voice in your head gives you a thought impulse – act on it.  If it says, “did I leave the coffee pot on” – get up and go check, if it says, “not sure I believe this person” – check them out, if it says, “that person is fun and a delight to be around”, get to know them better!

Of course, I know as you read through the list you were also thinking, “Do I do those things”.  If you did not like your answers then we need to talk because I can help you achieve more and transform your passion into “better” performance.

I look forward to your comments and how you will use these 20 questions. Contact me for a free consultation.

Determine Values in 20 Questions - Robin Harpe