March 12, 2017 by scrowe
Most organisations have a solid understanding of the skills a good employee needs to be successful. But how many companies really understand the attitudes that are important for success in their organisation? How many hiring managers or recruiters know how to determine whether a candidate’s true attitudes reflect those required to succeed in your business?
Mark Murphy, in his book “Hiring for Attitude” describes an approach to discovering the attitudes that matter in your organisation and the methods needed to uncover whether a candidate has those attitudes or not. And the good news is that it can be replicated by all organisations, large and small.
Below is a brief summary of Murphy’s method.
1 Define the attitudes that make a difference in your organisation
The temptation is to write down a long list of traits we want to see in all employees, including for example honesty, reliability integrity etc. The problem though is that these traits often exist in both successful and unsuccessful employees (there are plenty of honest reliable but unsuccessful employees out there). They do not help us separate those people that have the best chance of success in your organisation from the others. We need to find two distinct groups of attitudes, those that only exist in the successful people in your company and those that only appear in the unsuccessful people in your company (the differential characteristics).
Murphy suggests uncovering these attitudes by questioning the people in your organisation who will have witnessed them. But the trick is to get very specific examples of and descriptions of the behaviours. But don’t get fooled by “fuzzy language”. Descriptions like ‘maintains the highest level of professionalism’ or ‘leads by example’ are open for interpretation. What you understand as professionalism can be quite different from my definition. Murphy’s test is to ask yourself ‘could two strangers have observed those behaviours’?
The output of this phase is a table with two columns, one listing the positive differentiating attitudes (those that exist in successful employees), the other listing the corresponding negative differentiating attitudes (those that exist in employees that do not succeed).
2 Create Interview Questions that highlight the difference
Creating these questions is a four-step process:
Step 1 – Select one of the Characteristics from your table
Step 2 – Identify a differential situation to highlight characteristic
Step 3 – Begin the question by asking “could you tell me about a time you …” and insert the differential situation you have identified
Step 4 – Leave the question hanging
Seems simple enough. But simple doesn’t mean easy, finding the right situation takes some effort and usually need you to look back at the examples you were given when you were surveying your colleagues.
And what does step 4 mean? Murphy explains that too often good behavioural questions are spoiled by leading the candidate to the solution, e.g. “Tell me about a time when you had to adapt to a difficult situation. What did you do?” Well you have just said that they should adapt to it. Leave the question hanging means not leading them to the answer.
3 Creating answer guidelines
Why do we need answer guidelines? For two main reasons, to ensure we have a consistent understanding across the organisation and to give interviewers cues to listen for in the interview.
To get the full picture on hiring for attitude please consult Mark Murphy’s 2012 book; Hiring for attitude; a revolutionary approach to recruiting star performers with both tremendous skills and superb attitude.
Tags: Assessment, attitude, performance, Recruitment, success
June 23, 2015 by Penny Robertshawe
‘The secret to great work is being passionate about your job’, said Steve Jobs. The problem is that sometimes it’s hard to keep the passion alive. So what can you do when you’re faced with challenges like conflicting demands on your time and energy, internal politics and a general lack of job satisfaction? Quitting is an option, but not always the best one. Another option is to take action to ignite your passion using these five awesome techniques:
- Look for meaning
We all want to feel like we’re doing something meaningful that will make a difference but sometimes we get so caught up in the daily grind that we lose sight of why we’re there. The secret to finding meaning in your work is to align it with your values. Write down your top five values. Here are mine – family, good health, challenge, creativity and curiosity. What are yours? How does your work help you to live according your values?
- Do more of what you like
You might not like every aspect of your job, but you probably like parts of it. Maybe there’s an opportunity to do more of those parts you like. Do you enjoy helping others learn new skills? Are you a natural organiser? Do you like working with words to make something sound just right? Build more of anything you like and see how your job suddenly becomes more interesting.
- Learn something new
To be happy at work you need to find the sweet spot between being under challenged and over challenged. If you feel that your job only needs half your brain then you’re bored and it’s probably time to learn something new. Challenge yourself by learning more about the industry you work in and learning new skills. You’ll not only quell your boredom but you will also be adding to your worth as an employee.
- Get clear about expectations
If you’re faced with conflicting demands, ask your boss to clarify priorities for you. Be upfront early about the possibility of not completing a task on time because another task has taken up all your time and attention. You don’t want to be faced with having to tell people that you didn’t complete the task by the due date, so flag obstacles early so others can plan ahead.
- Keep away from the moaners
Are you hanging around with the cynics and whiners at work? Negativity breeds more negativity. Work will never be perfect, but when you spend your time with people who love to hate the workplace and most of the people in it, you won’t be happy. Seek out people with more balanced views and you’ll find that your views about work will shift dramatically.
Category: Performance, Workplace Matters
Tags: attitude, Behaviour, colleagues, communication, culture, performance, skills
June 16, 2015 by Penny Robertshawe
FOUR TOP TIPS FOR REACHING YOUR GOALS
It’s great to set some goals for the future – they give you a sense of purpose and a roadmap for where you’re going. But setting goals is just the beginning – you also need to achieve them. Here are our four top tips:
- Lay down plans
Well-laid plans are well played plans. Break your goal down into milestones to give you a sense of control. Milestones are the steps to your goal and can be further broken down into tasks.
Let’s say your goal is to find a new job. Ask yourself, what do I need to do that? You might decide to start with updating your resume – that would be your milestone. Then ask yourself, what do I need to do that? Maybe you can start making notes on some of your recent achievements or research on the internet for some tips on resume writing – they would be your tasks.
Write down all of your milestones, their corresponding tasks and a definition for how you will know when you have completed them. Give yourself a timeframe for each and tick off each task and milestone as you go.
- Create new habits
Very often the process for coming closer to your goal means doing a particular task on a regular basis – it’s like building up a muscle. Each day you work on it, it gets a little stronger. If you’re looking for a new job, a regular task might be to keep checking job sites and honing your skills in writing engaging cover letters.
Make a habit of doing the necessary tasks. They say it takes three weeks to form a habit, so stick with it safe in the knowledge that it will get easier. When you’re starting out, put aside some time each day, then tell yourself that you only have to do your task for fifteen minutes and then you can stop. Nine times out of ten, you’ll find that you’ll be happy to keep going.
- Focus on the process
Research has shown that our brains tend to focus on the most difficult part of any task. Consequently, we’re often tricked into thinking that it’s all too hard and finding excuses for putting it off. And if we put it off for too long, we can give up on the goal before we even start.
To help us, we frequently hear advice telling us to visualise having already achieved our goal. Unfortunately this type of visualisation often results in fantasising about a future and procrastinating about doing anything about it. Better, more motivating advice is to visualise doing the processes you need to go through to reach your goal.
- Commit to the weekly weigh in
Each day ask yourself, what did I do today to get me closer to where I want to be? This question makes you accountable for your actions towards your goal and will help to keep you on track.
Another way to make yourself accountable is to tell someone what you are going to do over the week towards your goal. Be careful who you tell though because some people won’t be interested. You need someone who will give you a hard time if you’ve procrastinated about following your goal plan.
When you get to the end of your week, write a summary of everything that you achieved. If you’ve kept yourself accountable, you’ve probably achieved quite a lot and you’ll feel energised for the next week.
Category: Goals, Performance, Workplace Matters
Tags: attitude, Behaviour, career, employees, goals, opportunity, performance, skills, success, workplace
June 9, 2015 by Penny Robertshawe
Performance reviews are an opportunity to get some feedback on your work over the past year, but they’re also your chance to have your say on how you think you could become a better professional. Here are eight ways to do so:
- What you like about your job
Tell your boss what you like about your job. It helps them to understand who you are and how to keep you motivated and happy. Happy employees are more productive and contribute to a healthy workplace culture.
- What you want to learn about
Let your boss know what you’re interested in learning about. It helps them to plan where you might fit in a growing company. Employees who are continually learning continually increase their value in a business.
- What you would really like to work on
If there is an upcoming project that you want to be a part of, tell your boss about it. It shows your interest in what is happening in the business. Employees who work on projects that they are interested in are more passionate about their work.
- Where you see yourself in the future
Tell your boss where you see yourself in the future with the company. It shows that you are goal orientated and are keen to be a part of the business in the long term. Employees with a vision for the future are motivated towards achieving their goals.
- How you would like to contribute to the company’s success
Let your boss know what you would like to do to contribute to the company’s success. It shows that you are a team player and that you’re dedicated to common goals. Employees who want to contribute have a high morale.
- What support you need to do your best work
Tell your boss what support you need to do your job well – be it training, new technology, better communication, an extra pair of hands or anything else. If you don’t tell them, they may not think to offer support. Employees who speak up about what they need are more likely to get help.
- What isn’t working
Be honest about what isn’t working – be it a process, procedure or a type of technology. Managers who aren’t working with the systems may not be aware of inefficiencies and appreciate insights from the ‘trenches’. Employees who give feedback can help to streamline business processes.
- What ideas you have for improving practices
Suggest solutions for what is not working. It shows that you’re creative and insightful. Employees with ideas for improving practices show their leadership potential.
Category: Performance, Workplace Matters
Tags: Assessment, attitude, Behaviour, career, communication, feedback, goals, performance, productivity, success, Team
June 2, 2015 by Penny Robertshawe
Do you love your job and want to get better at it? Are you thinking of moving into a more interesting role at your current workplace? Or are you looking for your new dream job? If you’re serious about making some changes in your career, stop thinking about it and start putting some goal-setting strategies together.
Setting yourself a few time-bound, specific, challenging goals will give you the direction you need to find your way to where you want to be. Here are some strategies:
- Be specific
Give yourself clarity and vision. State in detailed, specific terms what you want to achieve. This type of goal setting ensures you won’t settle for less and be tempted to convince yourself that it’s ‘good enough’.
- Make it difficult
Make your goals challenging but achievable. You don’t want to set yourself up for failure by making your goal too difficult, but you do want your goal to challenge you enough to stoke your enthusiasm for getting there. Remember, there is no such thing as an easy goal – if you never challenge yourself, you will never change.
- Set deadlines
Deadlines are great motivators – they keep you committed to your goal because they make you focus on what you need to do. Deadlines help you to break down your goals into tasks and milestones that will set you on the road to reach your goal.
- Understand the why
Understanding the why of your goal gives you the energy to persist when times get tough. It also gives your goal greater meaning and purpose, firing up your passion and inspiration.
- Prepare for the ifs
Rarely does the journey towards a goal come without a few twists, turns and bumps in the road. That’s why people have ‘what if?’ plans. There’s almost always more than one way to reach a destination and, as all scouts know, it’s good to be prepared.
- Keep your eye on the prize
Sometimes you need to close your eyes to see yourself. Try it. See yourself in your mind as being there already with your prize for reaching your goal. Breathe it in and let the feelings wash over you. Now go for it…
Category: Goals, Performance
Tags: attitude, employees, goals, guidance, opportunity, success
May 19, 2015 by Jenna
Leadership takes on many responsibilities; it can be very busy and even tiring at times and therefore motivation levels can fluctuate. However, in this role you need to be able to keep yourself motivated because in turn it keeps the rest of your team motivated and thriving in the business.
It starts with keeping in check your own personal motivation – your passions, continuing to challenge yourself with various projects and remembering why you committed to these goals in the first place. What you are trying to achieve?
Sometimes the quickest way to lose motivation or even exhaust your level of motivation is to spend all of your time and energy trying to motivate and please the needs of your team. The truth is motivation is personal and you cannot force it upon others. Instead, leading by example through your own motivations, you can inspire others to motivate themselves and drive them to perform better. It’s showing the way towards success.
Methods for self-motivation can include:
• Learning new skills – What is needed for your current role? Where can you obtain these skills? Is there anyone who you can consult with for direction or advice?
• Taking appropriate leave breaks to relax & rejuvenate – Clearing your mind of distractions (and resting), taking the time to find out more about yourself or pursuing a personal goal or hobby.
• Spending time developing a self-improvement plan and setting goals – Where do you see your role developing in line with your business goals? Where do you see your team going and what do you need to do to help guide them there?
• Investing in courses and training that can lead to growth and development – Are there any conferences within your local area that are providing information on areas of development? Have you looked into local educational institutions and what courses they provide? Are there any online resources that you could review outside of business hours?
Building your own motivation by developing our skills and abilities also provides the knowledge and insight to pass on to others. If others within your team are seeking your advice or direction, you can provide recommendations and information on what you have looked into previously, helping direct others toward their future success.
Make sure to also keep following up on your personal progress and what motivates you, whether it is every month or six months. That way you can help keep your motivation levels consistent and on track.
If you are currently in a leadership role, what motivates you? More importantly, in what ways do you keep your drive and motivation consistent?
Tags: Assessment, attitude, Behaviour, career, committed, communication, development, direction, example, experience, feedback, goals, guidance, impression, knowledge, motivation, opportunity, passions, people, performance, productivity, progress, responsibilities, skills, success, Team, Training, workplace
April 28, 2015 by Jenna
You have worked hard to get your promotion, now you have to set yourself up for success in your new role. Preparing to take on more responsibility will make the transition process run smoothly and will help set you up for future success.
So what are the next steps after you receive the promotion? What can you do to keep yourself on track?
1. Get clear expectations. The first thing you need to do is really understand your new role. What does the organisation expect of you? What does your manager expect of you? And what do you expect of yourself? Clarifying these expectations sets up a path to follow.
2. Set your goals. What do you want to accomplish and why? Set personal and career goals both short and long term so you can measure your progress on the path. Don’t be afraid to share your goals or vision with management and get their buy in as well,
3. Talk to your boss. Get to know your manager and determine how you will work together. How and when will you communicate and what will help you succeed beyond the job description. These things are critically important to your mutual success.
4. Focus on building relationships. You may have moved to a new department with new peers or report to and a new manager. The relationships with the people around you are part of that job! Invest time in building relationships with your new peers, people in other groups, your boss, your customers, and if you are a leader, your team. It makes your working environment more positive and productive if you have a level of rapport with your team.
5. Learn what you need to learn. Remember you are new to this position so you cannot know it all on the first day! It is part of our development to learn new skills. Take notes, ask questions, request feedback to make sure you are heading on the path towards success. The earlier you set yourself up to understand the requirements and expectations of the role, the easier it will be to settle into the position and start delivering.
6. Celebrate! Of course you deserve the time to celebrate your promotion and share the excitement with others. Take some time for yourself and those closest to you to celebrate your progress and accomplishments. Celebrating builds your confidence and awareness, and it sets you on the right path for even better performance.
Sometimes we tend to rush from one project to the next without fully understanding what we have achieved. Every accomplishment is a stepping stone on the path towards your future. Show appreciation towards those who helped get you get to that next stage.
If you have been through a promotion recently, what steps did you take to continue to perform at your best and show that you were the right one for the job?
Tags: accomplish, appreciation, Assessment, attitude, Behaviour, career, colleagues, communication, company, confidence, culture, employees, employer, environment, expectations, experience, feedback, goals, guidance, impression, information, job, management, office, opportunity, organisation, people, performance, Personality, productivity, Professional, promotion, relationships, reputation, requirements, responsibility, skills, success, Team, Training, transition, vision, workplace
April 14, 2015 by Jenna
Performance reviews can seem intimidating and can make you feel anxious, but at the end of the day they are important in helping us develop and improve our performance. Whether you have been in an organisation for a few months or a few years, the performance review is inevitable. With correct preparation though, they don’t have to be scary.
- Be Prepared
There is no harm in asking your manager ahead of time what to expect from the upcoming review. You can also ask fellow colleagues who have been at the organisation longer what they have experienced. Make sure that you are recording your work progress and achievements so that you also have something to present to management during the review process.
- Be Honest
This is an opportunity for you to share with your manager your honest thoughts and opinions on your current workload and working environment. This means acknowledging if you are struggling in some areas and working with management on ways to resolve or delegate certain tasks. This is also an opportunity to shine and really show your manager where you are excelling (as long as you can back it up with examples).
- You are Part of a Team
Remember that your performance review should not be just an opportunity for your manager to point out all of your failures. You should both be discussing how you are performing as an individual and a team member for the overall success of the company. If you have ideas or feedback to put forward on possible improvements or incentives for the team, now would be the time to do so.
- Know Your Accomplishments
Don’t sell yourself short. A manager may not always be present during the time of an accomplishment and may ask you what you have contributed to the company so far. Don’t let it fall under the radar, even get a colleague or witness to verify it if it was a team effort or if it helped another person significantly. If you are a facts and figures type of person, present it to management with the data necessary to support your review.
- Be Open to Constructive Criticism
These periodic assessments are provided to everyone in your team to help you improve. It is important to not take constructive feedback as though it is a personal attack or react in a defensive manner. Take the time to listen carefully to the feedback your manager has provided, and once you know they have stated all of the details, take the time to ask any questions about anything you may be unsure about. You can also ask what steps you can start taking to improve this area of feedback.
- Give Feedback
There should be a point in the review session where you’re asked if you want to give feedback on your colleagues, your boss, or the projects you’ve worked on. Be honest, but professional with your feedback, especially about co-workers or the way a certain project has been organised. Don’t leave anything out, but at the same time provide value by offering suggestions for improvement instead of just complaining.
- Ask Questions
Show that you were attentive and have initiative by asking questions at the end of the review on the next steps and areas of improvement. Be open to answer any questions provided by the reviewer as well. It’s a lot better to reflect on questions while the conversation is still fresh and even take notes on responses to reflect upon afterwards.
If you’re honest and assertive in your performance review and know what to expect, you’ll leave your review with more positive motivation than ever.
Tags: accomplishment, Assessment, attitude, Behaviour, boss, career, communication, company, confidence, culture, delegate, employees, employer, environment, experience, feedback, goals, guidance, impression, improvement, incentives, information, initiative, job, management, motivation, office, opinions, opportunity, organisation, people, performance, Personality, productivity, Professional, relationships, Research, success, Team, workplace
March 17, 2015 by Jenna
You were picked out of the crowd of candidates to attend the interview. You meet the recruiter and start to feel like you are building a strong connection. You leave feeling confident and on a buzz. Then you wait with anticipation for the follow up call. When the recruiter gets in touch they tell you that unfortunately you were not successful, and will not be proceeding further.
At this point you will probably be experiencing feelings of confusion, disappointment and even anger. Do not react in a way you will regret. Instead think about the importance of maintaining relationships in your potential employment network. Remember that industry networks are all connected in different ways. So if one door closes, it doesn’t mean that another one isn’t waiting to be opened.
Before throwing in the towel and accepting defeat, you can run through the following steps to help lead you on a better the path towards success:
• Thank the recruiter/employer for their time – After all it isn’t easy for the person conducting the interview to deliver bad news to a potential candidate. To react badly only shows that you are emotionally reactive and respond to feedback negatively. It could also put you on the back bench for future roles if you behave in a manner that is rude or sarcastic.
• Don’t be afraid to ask for specific feedback – The best way to make improvements is to gain feedback to learn for future opportunities. Advice on how you performed during the interview (body language, eye contact etc.) or how you answered interview questions can be really useful for upcoming interviews. If the feedback relates to experience or skill sets, you may even want to consider educational courses or work experience that may help further develop those areas.
• Let the recruiter know that you would like to be considered for other suitable roles that become available. This keeps communication open and allows you to keep connected to potential employers.
• Don’t hesitate to get out there and start applying again right away – You probably don’t feel like applying for more jobs when that feeling of rejection hits you, but that doesn’t mean that there is nothing out there for you. It is important to stay focused on the goal of finding the job that’s right for you and not give up. Reach out to people within your network to let them know that you are searching for new opportunities. Register with a recruiting company that works in your chosen field. You can also seek out networking opportunities to start building more connections.
• Keep practicing your interview skills – This may sound like common sense, but the more practice you get the more confidence you will have when you interview. Practice for different interview methods e.g. one on one, panel or video interviews. Ask connections who are responsible for hiring people what they look for in the ideal candidate and practice their useful tips.
Remember that the application process is competitive and that we can’t win them all. That doesn’t mean however that we can’t take further measures and practice further steps to help us land our next great role.
What was the best feedback you ever received after an interview?
Category: Career Choice, Selection
Tags: application, Assessment, attitude, Behaviour, candidate, career, communication, confidence, connections, defeat, deliver, emotional, employees, employer, experience, feedback, goals, guidance, impression, information, interview, management, network, opportunity, organisation, people, performance, Personality, practicing, productivity, Professional, reactive, Recruitment, relationships, reputation, Research, skills, success, Team, Training, workplace
March 4, 2015 by Jenna
When a potential employer likes your CV and requests an interview it can feel like you are on top of the world. The next step is to then prepare yourself for the interview. While there are many ways to make a lasting impression, I would like to look at what to avoid doing during an interview:
1. Don’t freeze up – While we can all be nervous at times, freezing up is not how you want to be remembered during the interview.
To overcome this you need to practice, practice, practice. Practice your interview questions and the scenarios you think you will encounter during the interview. This is a great way to deal with nerves and build confidence in your manner and responses. It is important to have a positive mindset on how the interview will go. If you believe you will fail the interview, chances are you will. It’s okay to admit that you’re nervous, but it is important to believe that you will perform well. How do you do this? Practice, Practice, Practice.
2. Don’t dominate – Confidence is essential to take into an interview, however, dominating an interview with your personal monologue is not what a potential employer is looking for. Remember the employer is making time to see you to learn specific information about you in order to assess your suitability for the role. If you are not allowing them to ask questions or cut them off mid-sentence, you will be remembered for the wrong reasons.
Practice listening skills as well as answering questions prior to the interview. Active listening can provide you with valuable insight about the company and the role you are applying for. It shows your genuine interest in the company/potential role and helps you tailor your responses to the interview questions.
3. Don’t be sloppy – Find out the company’s dress code standard prior to the interview. But no matter how casual the dress code – don’t be a slob. It should go without saying that whatever you wear should be clean, pressed and neat. It’s also better to be a little over-dressed rather than under-dressed. When someone comes to an interview looking like he or she has just rolled out of bed, it communicates lack of respect for the interviewer, the job and the company.
4. Don’t throw anybody under a bus – There may be circumstances that have caused you to move on from your previous role and how you address these in an interview is very important. Describing your previous boss as ‘incompetent’ or saying that you worked with the ‘colleague from hell,’ doesn’t help you to shine as a potential candidate. Saying negative things about your past work life in an interview only gives the impression that you’re both a complainer and indiscreet. Neither quality puts you on the ‘let’s hire’ list.
If you have had a negative experience it may be better to portray it by commenting on what you have learned through the experience, and what you are hoping for in a future opportunity.
5. Don’t focus more on perks than the job – When you are tailoring your questions for the job interview, focus what will be required of you in the role and where it might lead in the future. Questions such as; how many weeks can I take for annual leave, how many sick days can I have per year or what sort of computer do I get, may give the impression that you are only interested in the role for the perks. The employer, on the other hand is looking to understand what you can provide to the company and whether you will complement their culture.
6. Don’t be opinion-free – To get the role doesn’t mean you need to be a ‘yes man’. If you need to ask more questions for clarification don’t be afraid to do so. It is important to show initiative and to have opinions as long as you can back them up with valid reasons, especially if you are applying for a leadership role.
7. Don’t stretch the truth – Just don’t, it will come back to haunt you.
8. Don’t be clueless about the company – In the age of the internet, there is no excuse for going into an interview not having a solid foundation of knowledge about the company. If you don’t care enough to find out about the company, it’s natural for the interviewer to assume you won’t be that interested in finding out how to do the job well, either.
What are your experiences with interview dos and don’ts? What feedback would you provide to a candidate going in for the interview process?
Category: Career Choice
Tags: Assessment, attitude, Behaviour, candidate, career, clarification, communication, company, confidence, employees, employer, experience, feedback, flexibility, goals, guidance, impression, interview, job, knowledge, listening, management, mindset, opinions, opportunity, organisation, performance, Personality, practice, process, productivity, Professional, Recruitment, relationships, reputation, Research, respect, skills, success, suitability, workplace