Wear wristwatch? Use e-mail? Not for Class of ’14

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Are you aware that right now the most talented individuals are seeking employment?  To seek out the “sharks” in the applicant pool, you will need to start by revisiting the job posting.  Are you using the suited language in your posting that will attract the “sharks”?  This is the first area to begin attracting applicants by utilizing NLP.  Questions attract, statements repel.

We were recently working with a client who was having difficulty finding an executive assistant.  There was certain skill set that needed to be fulfilled, however the challenge was finding the right mindset!  Once we were clear on the traits the client needed, we revamped the job posting.  We started receiving qualified applicants daily!  Following the multiple best hiring steps, within days the client had the top five applicants to choose from!  Not only were they able to fulfill the executive administrative posting…they also found a “shark” from those applicants to add for their sales/closing operations!

So I ask again, are you aware that right now the most talented individuals are seeking employment?  Some are even coming in under the radar simply to obtain a position!

For further info: call Deka R Knutson at 702-375-9330

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Vision,,, the trick is to actually run this step during the session and use it to increase your level of success on the far end of the task at hand.  Example, ask one of the team members what they will see when we take what we thought up in the “think tank” and put it into play.   This is pretty basic NLP stuff but yes, you will start the process of change based on your never sleeping un-conscience mind of following through.

Ahhh, you say, the “Vision” statement literally means “visualize” what you will see when xxxxx is accomplished.  Sounds trick right?  Well it is and people have been using this for years you just might not have heard or seen it pitched this way.  Play the game and see what you get.

Also make sure you run “outcome” based tanks ensuring it doesn’t turn into a “biiitch” session of all the stuff you aren’t getting done piled on top of the new found ideas you just came up with.

Examples;

“Bob what will that look like in 90 days, seriously describe it to me.”

“Susan, what will you hear from your staff when that is really in place.”

“Tim how will you feel walking to your next client knowing we have this system in place?”

These are just a few examples of some great questions to ask based on the “other side” of your hard effort of coming up with a plan in the first place.

Related posts:

1. Run it like a Business Most every client we work with always ends up asking...

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This approach to “run it like a business” is called an “outcomes based business plan.”  This is a very simply and non-complex version of how to have a great small business.

One of the first steps early in this process is to use a personality profile in order to gain insight into what drives your motivation.  Some people think this is a given but are shocked to get their results back and find that they are driven by something completely different than just “ambition.”

This is a critical part your success in small business since it will shed some light on not only yourself but the team you have surrounded your self with.  We have clients constantly come back to us and tell us that they never knew what all this really meant until they took a good look at the results.  Here are some examples of the traits we need to focus on for this…

Leadership

Responsibility

Contentment

Recognition

Mental-toughness

Just looking at these words might not seem like too profound but knowing what is behind them can really lead to some significant performance insights.

If we just focus on “recognition” alone there can be a ton of information to gain from just getting feedback on your scale or need of it.  Someone that is scores high for example on a scale of 1 to 10 is highly motivated by being recognized and recognizing others as long as they have a level of awareness to match it.  Science shows that this is a core motivator in the person’s goals strategies.  If this person is motivated by a higher need of recognition then we can capitalize on it by knowing when and how to give it.

On the flip side a person low in recognition will not “value” this level of recognition and will instead be motivated by a completely different set of values.  For example they will be motivated by being allowed to work alone and feel more successful doing so.

Again this is why we chose the Winslow Profile to begin with to use with our clients.  It gives us a great head start on finding out key factor like what we just mentioned above.

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Can you imagine what it will be like in the next six months as they try to go through all these applicants?  The Winslow is built just for this reason. A fast and 100% objective way to get through this huge pile of possible candidates.

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• Development

Improving personnel performance is an ongoing challenge to managers nationwide. Winslow Research Institute developed an innovative Employee Development Program to meet that challenge. The program complements management skill by preparing reports on the behavior and attitudes of employees, based on the results of assessment instruments. The Winslow Reports provide immediate and accurate insight into the characteristics that influence the success of your organization.
Research proves when employees fail in their positions, in more than 90% of the cases the failures are directly attributed to some aspect of human behavior. Individuals do not usually fail because they lack education, experience, training, or skills. They fail because their personality and behavior is not compatible to the behavioral requirements of their particular positions.

The Winslow Employee Development Reports will provide valuable insight into why some employees are functioning successfully and why others are performing unsatisfactorily. The Reports enable employees to capitalize on their personality assets and control behaviors that are limiting or preventing success in their positions. This proven program is a valuable aid in achieving and maintaining optimum personnel performance.

• Training

The term training refers to the acquisition of knowledge, skills, and competencies as a result of the teaching of vocational or practical skills and knowledge that relate to specific useful competencies. It forms the core of apprenticeships and provides the backbone of content at institutes of technology (also known as technical colleges or polytechnics). In addition to the basic training required for a trade, occupation or profession, observers of the labor-market^[who?] recognize today the need to continue training beyond initial qualifications: to maintain, upgrade and update skills throughout working life. People within many professions and occupations may refer to this sort of training as professional development.

Some commentators use a similar term for workplace learning to improve performance: training and development. One can generally categorize such training as on-the-job or off-the-job:

• On-the-job training takes place in a normal working situation, using the actual tools, equipment, documents or materials that trainees will use when fully trained. On-the-job training has a general reputation as most effective for vocational work.
• Off-the-job training takes place away from normal work situations — implying that the employee does not count as a directly productive worker while such training takes place. Off-the-job training has the advantage that it allows people to get away from work and concentrate more thoroughly on the training itself. This type of training has proven more effective^{[citation needed]} in inculcating concepts and ideas.

Training differs from exercise in that people may dabble in exercise as an occasional activity for fun. Training has specific goals of improving one’s capability, capacity, and performance.

Compare:

• Education
• Learning

I believe that Development and Training are similar words they both work hand in hand for success.  It proves that they both have obligations for growth in Management,  Sales Increase, Positive feed-backs, Cost Reductions, Identifying Employee’s Strengths & Liabilities.

1.  If you believe that Development & Training are not the same please contact me I would like to hear your feedback.

2.  If you agree and want more information about the Human Behavior Assessment Systems please call James.

3. Value of the Assessment equals Unlimited value to all.

James B. Rempas
Winslow Certified Business Consultant / Wellness Coach
773.428.3777

MindBodyTheory@gmail.com
http://mindbodytheory.com/Site/Welcome.html

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******* Start with this video…

Purpose of assessment;

O   Used as a personal / professional performance enhancement tool, this assessment can be utilized by the employee to help support their personal career growth aspirations and overall job success.

O   This is not so much a test as it is an assessment that is 100% objective based on the answers that you select thus assessing your personality as it relates to the key scientific traits that relate to overall job success.

O   The value of the results will be directly related to how closely you follow the instructions in the audio file and how objectively you answer the questions.

O   Besides offering personal and professional growth, this assessment can also be used to support an individual’s performance as it relates to a team, group, or organizational goals thus providing the foundation for a dynamic system that builds toward success.

O   This assessment can be utilized as a benchmarking tool, relative to your current traits across the board, you can then use this snapshot for further development goals as they relate to your success in your current / future positions.

Tips for taking the assessment;

O   Follow the audio instructions closely for the “development” assessment, answering the questions “in the now”… not who you used “to be”, want “to be” or what you think others need to see you as… rather be in the present moment.

O   Carefully and truthfully answering the questions will assure the information you provide will be accurate and objective.

O   Take the assessment when you are yourself, not while ill or suffering from stress.  There is no need to be nervous, be yourself.

O   The more honest you are with yourself during this process the better your self-perspective results will be.

O   It will take and hour or so to complete, move quickly but not carelessly.  The more time you take to answer chances will increase that you will over-think the questions, your first answer will usually be best.

Call us if you have questions,  Joel 702-544-9907

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When working with different specialities the most frequent questions asked may pertain to your exact question.

• Employee training is not beneficial because are company keeps falling behind in Sales what can the Employer do to improve sales ?
• I’m not sure this is the right Occupation for me ?
• My students this year are having problems with learning the materials is there something wrong with my teaching skills ?
• We keep hiring for the same position why ?
• I was a Great teacher but for some reason my skills are depleting why ?
• I have been a successful Coach for 10 years and the last 2 years my Coaching skills are not as strong why ?
• My player athletes cant find the chemistry on & off the court why ?
• As an Athlete my hectic lifestyle is interfering with my performance ?
• My patients are leaving my office why ?
• The Sales team complains that the Manager is Bias to there needs how can I find this out ?
• I’m having problems with deciding a College Major what should I do ?
• I need to improve my Organizational Skills what steps should I take ?
• As CEO my Executives and Managers are not dedicated to our employees what can I do to address the matter ?
• I’m having problems with my patients self-control is there something that can show there liabilities ?
• My Rock Star Manager has been performing like a patron at a karaoke bar. I feel there is something wrong with his interpersonal traits. How can I help without asking to many personal questions ?

I hope some of these questions relate to yours because as a result of extensive research and development initiated in 1968, Winslow Research Institute created unique behavior assessment and development systems for organizations and individuals.

The programs measure the behavioral characteristics related to successful performance in all positions and to contentment in all lifestyles.  The Applicant Selection Programs assist organizations in selecting the best available applicants for any position from entry-level clerk to chief executive officer.  The Employee Development Programs enhance the performance of current employees, by focusing on their behavior and performance in their current position with the organization.  The Individual Development Programs enable individuals to achieve career success and attain personal contentment.
Organizations of all sizes, from partnerships to Fortune 500 companies, purchased the Winslow Reports.  The programs are suitable for every non-profit organization and business classification. Consequently, the market potential is exceptional; virtually every organization that has employees, regardless of their size or activity, is a qualified prospect for the programs.

James B. Rempas
Winslow Certified Business Consultant / Wellness Coach
773.428.3777

jrr3777@gmail.com
http://mindbodytheory.com/Site/Welcome.html

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1-      A personal trainer will be able to clearly see on paper exactly what traits are holding their client back from accomplishing fitness goals. Using the Winslow Profile System will give the trainer a clear path to earn a customer for life.

2-      Identify and understand if a client is the right fit for you? And on the flip side are you the right trainer for the client?  Let’s face it, we are human! We get along with some people better than others. Wouldn’t it be amazing to have the insight on your client and predict their performance? The Winslow Profile Assessment System is the same assessment used to pick the 1980 hockey Olympic team.  You can develop your client into a success story and generate the referral business that will be a major part in your success.

3-      Added value to your business as a Trainer, coach, mentor, leader! As a personal trainer you are required to lead by example and help motivate and inspire your clients to reach their maximum potential in health and life. We all know a person client has to be in the right state of mind to succeed. By using the Winslow Assessment System you can earn additional income and enhance your total income potential.

It’s a no brain-er using the most powerful personality assessment on the market in the Fitness Industry! The  Winslow Research Institute has over 38 years experience in the sports arena with MLB, NHL, NFL,  and many US Olympic teams.

Josh Navarro

Winslow Certified Consultant

ISSA Personal Trainer

312.909.7554

JoshWinslowTesting@Gmail.com

http://www.linkedin.com/in/joshuanavarrowinslow

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The Winslow Assessment System is online and available 24/7/365.  Company founder, William Winslow has invested many years in development to perfect the system which is available to our clients at no additional cost.

The assessment questionnaire takes 45 – 60 minutes online to complete.  Once submitted online by the applicant for scoring, the personality profile is available again online to the administrator within 3 hours.  This gives the employer flexibility to incorporate the profile report into the interview and selection process at any point.

To further streamline the employer’s review of the Winslow Profile, three distinct versions are available depending on the company’s specific application of   the personality report – Executive (4-6 pages), Manager (20-25 pages) and Participant (50-55 pages).

This is 3rd in a series of 4 blog posts on a single subject.

Check out the other 3 posts in the series.

Part 1 Client Expectations of Winslow Assessment

Part 3 Assessment Cost Investment

Part 4 Personality Assessment Reliability

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