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Hub You - How CEO's Can Use Axiology To Improve The Bottom Line (Part 2)
Should we believe the experts in business? In 1876, Alexander Graham Bell offered his telephone patent to Western Union, the largest telegraph company in America, for $100,000. A committee of experts was convened to decide on the company’s interest in the new technology. The decision was clear.“Bell’s profession is that of a voice teacher … yet he claims to have discovered an instrument of great practical value in communication, which has been overlooked by thousands of workers who have spent years in this
Companies are becoming more aggressive in attracting top talent. Richard wants to know how his key people feel about the company. He wants to reduce the risk of handing someone a project, then finding out after the fact that the person does not have the drive or desire for the project, loyalty or commitment company.
Richard has started to narrow down his list of candidates as he looks to the future of the company. Which of the candidates has the capacity to become a manager? Who could take a long-term role and excel at leadership?
A
Are you ready to start your residential cleaning service? Once you've purchased the supplies and equipment, obtained the necessary insurance, and hired your crew you will be looking for clients. Your cleaning customers will have questions for you - everything from the training you give your employees to your rates to what they should do with their pets when you come to clean. Following are questions you should be prepared to answer:1) Can I trust your company? Are you insured and bonded? Your cleaning company should be bond
We described how a CEO (we called him Richard) can accurately measure and compare candidates for a specific position or work on a specific project.
In this article we continue on to discover additional and deeper critical distinctions the Value Profile provides Richard to aid him in his decision to select the best candidate.
The insights revealed in the fourth section of the report provide Richard with an in depth understanding of a candidate's abilities for planning and organizing. People can keep working on a project until they get it right, or they can plan and get organized before they start.
Not everyone has the ability to determine what is required to accomplish a project and have it completed on time. Some people have difficulty with directions they have been given or taking on responsibility for a project.
Richard does not have time to "wait and see" if a person will be able to complete the project. He wants to know in advance whether or not the candidate has the ability to logically plan and organize a strategy and carry it out. Using the Value Profile, Richard eliminates the gut-wrenching process of trying to determine who would be best to work on a crucial project. The Value Profile provides him with a roadmap.
A person's ability to set realistic goals, implement plans and achieve them within a certain time frame can be determined and calculated. The results are plotted on a chart so Richard can see at a glance exactly which candidate excels in this area.
Richard has at his fingertips vital information about a person's ability to keep focused on the planning details and activities needed to reach the desired outcome. It is one thing to plan and organize, it's another to be self motivated to take action.
Right now, stop and think about your key people. Can they set realistic goals? Are they reaching those goals within a specified time frame? Is it important to you and the company for your key people to take action right away? Isn't it crucial for you to know which people have these capabilities?
Wouldn't you want to be certain your key people have a drive to stay on course despite obstacles and regardless of circumstances?
Let's get back to Richard. Now he knows which candidates can plan. Then, he can check the report to find out the attitudes of the different candidates and their level of commitment to the company.
Companies are becoming more aggressive in attracting top talent. Richard wants to know how his key people feel about the company. He wants to reduce the risk of handing someone a project, then finding out after the fact that the person does not have the drive or desire for the project, loyalty or commitment company.
Richard has started to narrow down his list of candidates as he looks to the future of the company. Which of the candidates has the capacity to become a manager? Who could take a long-term role and excel at leadership?
A u
Have you been considering buying a franchise or starting your own business? Well, you are not alone and now that you have set your sights on a franchised business rather than starting one from scratch now you must determine which franchise to buy. Guess what? All franchises are not created equally, all company franchise founders are not equally yoked and even franchises in the same category or sub-sector are vastly different.With all that said let me give you some tips into buying into a franchise. Go meet some of the franchisee
Not everyone has the ability to determine what is required to accomplish a project and have it completed on time. Some people have difficulty with directions they have been given or taking on responsibility for a project.
Richard does not have time to "wait and see" if a person will be able to complete the project. He wants to know in advance whether or not the candidate has the ability to logically plan and organize a strategy and carry it out. Using the Value Profile, Richard eliminates the gut-wrenching process of trying to determine who would be best to work on a crucial project. The Value Profile provides him with a roadmap.
A person's ability to set realistic goals, implement plans and achieve them within a certain time frame can be determined and calculated. The results are plotted on a chart so Richard can see at a glance exactly which candidate excels in this area.
Richard has at his fingertips vital information about a person's ability to keep focused on the planning details and activities needed to reach the desired outcome. It is one thing to plan and organize, it's another to be self motivated to take action.
Right now, stop and think about your key people. Can they set realistic goals? Are they reaching those goals within a specified time frame? Is it important to you and the company for your key people to take action right away? Isn't it crucial for you to know which people have these capabilities?
Wouldn't you want to be certain your key people have a drive to stay on course despite obstacles and regardless of circumstances?
Let's get back to Richard. Now he knows which candidates can plan. Then, he can check the report to find out the attitudes of the different candidates and their level of commitment to the company.
Companies are becoming more aggressive in attracting top talent. Richard wants to know how his key people feel about the company. He wants to reduce the risk of handing someone a project, then finding out after the fact that the person does not have the drive or desire for the project, loyalty or commitment company.
Richard has started to narrow down his list of candidates as he looks to the future of the company. Which of the candidates has the capacity to become a manager? Who could take a long-term role and excel at leadership?
A
By now you should have observed that for every debit entry that is given to an account, or for every series of debits given to several accounts, there is a credit or a series of credits of an equal amount given to some other accounts and vice versa. It follows, therefore, that any time the debit balances standing in all the ledger accounts will equal to credit balances.At the end of the financial year (or at any other time) the balance (or totals) of all the ledger accounts arc extracted, and a schedule is prepared in journal fo
A person's ability to set realistic goals, implement plans and achieve them within a certain time frame can be determined and calculated. The results are plotted on a chart so Richard can see at a glance exactly which candidate excels in this area.
Richard has at his fingertips vital information about a person's ability to keep focused on the planning details and activities needed to reach the desired outcome. It is one thing to plan and organize, it's another to be self motivated to take action.
Right now, stop and think about your key people. Can they set realistic goals? Are they reaching those goals within a specified time frame? Is it important to you and the company for your key people to take action right away? Isn't it crucial for you to know which people have these capabilities?
Wouldn't you want to be certain your key people have a drive to stay on course despite obstacles and regardless of circumstances?
Let's get back to Richard. Now he knows which candidates can plan. Then, he can check the report to find out the attitudes of the different candidates and their level of commitment to the company.
Companies are becoming more aggressive in attracting top talent. Richard wants to know how his key people feel about the company. He wants to reduce the risk of handing someone a project, then finding out after the fact that the person does not have the drive or desire for the project, loyalty or commitment company.
Richard has started to narrow down his list of candidates as he looks to the future of the company. Which of the candidates has the capacity to become a manager? Who could take a long-term role and excel at leadership?
A
Laser cutting is a modern technology in which a high-powered laser is directed at the desired surface to cut different shapes and forms. The material usually burns or melts, leaving a high-quality surface finish. Since there is no direct contact between the laser and the surface in use, the level of precision and accuracy in the laser cutting process is much more as compared to conventional methods.Due to its accuracy and efficiency, laser cutting is used to cut a wide variety of materials. Metal is one such common application.
Right now, stop and think about your key people. Can they set realistic goals? Are they reaching those goals within a specified time frame? Is it important to you and the company for your key people to take action right away? Isn't it crucial for you to know which people have these capabilities?
Wouldn't you want to be certain your key people have a drive to stay on course despite obstacles and regardless of circumstances?
Let's get back to Richard. Now he knows which candidates can plan. Then, he can check the report to find out the attitudes of the different candidates and their level of commitment to the company.
Companies are becoming more aggressive in attracting top talent. Richard wants to know how his key people feel about the company. He wants to reduce the risk of handing someone a project, then finding out after the fact that the person does not have the drive or desire for the project, loyalty or commitment company.
Richard has started to narrow down his list of candidates as he looks to the future of the company. Which of the candidates has the capacity to become a manager? Who could take a long-term role and excel at leadership?
A
Today I am joined by Phil Gerbyshak of Make It Great!, one of the web’s premier personal development bloggers.Benjamin: How did you get started in the field of Self Improvement?Phil: About 5 years ago, I decided I wasn’t happy with the path I was on, so I decided to pick up a few good books to try to get motivated and change my life. I was reading about 20 books a year, and over the past 5 years, I’ve turned it up to read 40-50 a year on self-improvement, motivation, business, and the like.B: Were you always this p
Companies are becoming more aggressive in attracting top talent. Richard wants to know how his key people feel about the company. He wants to reduce the risk of handing someone a project, then finding out after the fact that the person does not have the drive or desire for the project, loyalty or commitment company.
Richard has started to narrow down his list of candidates as he looks to the future of the company. Which of the candidates has the capacity to become a manager? Who could take a long-term role and excel at leadership?
A unique aspect of the Value Profile is that it provides Richard with accurate assessment of a person's intuitive insight or "gut feeling" about issues. More and more, executives are admitting they use and rely on their "gut feelings" to make important decisions. Using intuitive insight, leaders are becoming more proficient at distinguishing which opportunities are best and which to avoid.
Top people are looking for challenging, meaningful and rewarding work. They seek positions where they use their talent and make a difference. They look forward to creating new opportunities for their company. These are the kind of candidates Richard searches for.
Other important considerations when considering candidates for a specific project are stress factors, sources of motivation and communicating with others.
We will share insights on these three areas in the third article of this series.
(c) 2004, Team Results Inc. and Axelrod & Associates All rights in all media reserved. Right to publish this article is granted provided the article and the by-line are reprinted intact.
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