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  1. How do I successfully hire for attitude?

    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.


  2. Six tips that will help you grow a strong professional network

    May 24, 2016 by Alison Hill

    There’s more to networking than a free glass of wine while you meet some new people. Effective networking – getting together with others with the aim of building a strong set of connections – is an art that can be learned.

    A strong professional network can lead to new clients, business deals, connections with great people, finding the perfect employee or getting a great job offer. But first, you have to build your network. As marketing strategist and author Dorie Clark writes, those are side-effects of relationship building.
    1. Attend the right events
    There’s certainly a place for social media networking, but we have all probably relied on it to the detriment of networking in person. Get back into attending organised networking events through professional associations, business chambers, conferences, alumni associations and through Meetup groups. Then connect with the people you meet through LinkedIn or other networks. Using in-person networking to enhance networking on social media, not the other way around, leads to more powerful and authentic connections. The exception is where the events have a social media channel set up for attendees to connect beforehand. If that’s the case, use it to research people with whom you have something in common and those who you would like to meet before the event.
    2. Build common ground and a personal connection
    Be prepared. Read the news, think about what you might say about a book you have been reading or somewhere you have visited recently – a trip, a cafe, a gallery, a sports match all make good and genuine conversation starters.
    I read a ‘tip’ that said one should ‘network for net worth’. And yes, they meant financial worth. My first thought was that I wouldn’t want a person who thinks that way in my network. Everybody is worth more than their bank balance. Making a genuine connection with people you meet will lead you to the kind of people you want to interact with in future. And remember too that not everybody will like you – and that’s okay.
    3. Ask questions and listen to the answers
    Starting off with your ‘elevator pitch’ or a marketing statement for your brand can be off-putting. A better approach is to ask genuine questions that you are interested in hearing the answers to, and to listen – really listen – to the replies. Don’t be looking over the person’s shoulder in case somebody more important turns up. Give them your full attention, and be aware of what you can add to a discussion. When it’s time to end a conversation, do so gracefully, making eye contact and telling the person it’s been nice to meet them.
    4. Give more than you ask for
    You’ve no doubt heard it said that you have to make deposits before you can make withdrawals in your professional life. We can’t say it enough: building relationships takes time. Go into the session with the mindset that you are there to help others, not to find ways to promote yourself. Think you have nothing to offer? How about introductions to others in your network, publicity for a person’s new venture, an offer to share their blog posts with your network or to promote their product on your pages?
    5. Get out of your comfort zone
    It’s a networking event, so don’t spend all your time talking to the three people you already know. Get out and work the room, meeting and talking to as many people as you can. Everybody is attending with the same purpose, so there’s no need to feel awkward about approaching a total stranger.
    Your body language says heaps about you before you say a word. To look approachable, your stance should be open, your hands at your side, and your body turned towards people who are moving towards you.
    6. Don’t forget to network within your own organisation
    Making new connections in your own organisation can help you to get things done innovatively in your present role through understanding what others do, and ultimately can help you to progress within the organisation. Don’t confine it to drinks and seminars; getting out and getting fit is also a great way to network with your colleagues. It’s also a good, non-threatening environment in which to practice your networking skills, making you more confident, improving your listening and questioning skills and revealing new insights from the people you meet.


  3. What’s your motivation style?

    June 30, 2015 by Penny Robertshawe

    Being motivated brings many rewards – it compels you to take action and pushes you to succeed. Advice about how to become more motivated is plentiful but if it’s not directed towards your personal motivation style, it might not be all that useful to you. When you know your motivation style, however, you can better direct your efforts.

    Your motivation style affects how you behave as well as how quickly and successfully you achieve your goals. Usually people fall into two broad categories – those who are motivated towards achieving their goals and those who are motivated by fear of not achieving their goals. Both styles are effective as long as you understand which is your style and how to work with it.

    Towards motivations

    If you’re the type of person who is motivated towards goals, you tend to spend time thinking about what you will gain by achieving them. You love goals that come with incentives such as a bonus, promotion or pay rise. You also like goals that give you a sense of accomplishment especially when it’s coupled with positive feedback from others or, better still, an award.

    As a towards motivation type you are an optimist and you usually see the world in a positive light. It’s a good way to be – just watch that you’re not spending all your time dreaming. Try to maintain a balance by making sure that you take the actions needed for achieving your goals.

    Away from motivations

    When you spend your time thinking about what will happen if you don’t reach your goal, you’re motivated by fear. It’s all about the consequences. Let’s say you’re studying to get a qualification. A towards motivation type might be thinking about graduation day and celebrating their academic achievement; you will be thinking about how disappointed you’ll be with yourself if you fail, and how embarrassing it would be to have to tell your family and friends.

    Although as an away motivation type you tend to be a little pessimistic, you can make it work in your favour. This is especially true when it comes to wanting to change. You’re so good at imagining what your life would be like if you stay where you are and being fearful of stagnation, that you work hard to make the necessary changes.

    The most important thing about understanding your motivation style is to use your style to its best effect. Once you do that, you open yourself up to growing both professionally and personally. Feeling motivated?


  4. Four top tips for reaching your goals

    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:

    1. 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.

    1. 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.

    1. 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.

    1. 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.


  5. What to say in a performance review

    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:

    1. 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.

    1. 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.

    1. 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.

    1. 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.

    1. 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.

    1. 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.

    1. 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.

    1. 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.


  6. Six winning goal-setting strategies

    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:

    1. 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’.

    1. 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.

    1. 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.

    1. 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.

    1. 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.

    1. 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…


  7. Keeping motivated when you are a Leader

    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?


  8. Bad Habits Leaders Should Avoid

    May 12, 2015 by Jenna

    When you look up the term ‘leadership’ or ‘leadership roles’, you will find many articles on what to do to become a great leader. It is also important to be aware of bad habits that can hinder progress.

    I know I have been guilty of at least two of the items listed below, but the first step is being aware of these habits so that you can find the ways to improve your leadership performance:

    1. Taking credit for others’ ideas and contributions – We all know the famous term, there is no ‘I’ in ‘Team’. It is very exciting when members of your team make a contribution that takes the organisation in a positive direction. However, the biggest failures one can make as a leader is to neglect to recognise and acknowledge individual and team contributions. If you are taking credit for someone else’s work, chances are you will start to notice your team working against you and not for you because they do not feel appreciated or valued.
    2. Using a position of power to control and intimidateothers — This autocratic style of leadership will often leave the team with a low level of autonomy. This can prevent creative ideas being presented as team members feel they do not have the right to contribute.
    3. Blaming others when things go wrong – It is important to recognise with the team when mistakes are made and that they have negative consequences in order to assess better solutions for the future. However, singling people out, pointing fingers, or making others carry the full weight of the failure is not reaction a leader should take. A leader needs to stand by their team no matter what, accept responsibility of when things go wrong, keep track of team members and progression, and have an ‘open door’ for team members to approach if they are experiencing struggles on tasks.
    4. Clinging to traditional methods and old ideas –In order to thrive in society most leaders need to think outside the box, take risks when needed and use innovation to be one step ahead of competitors. While traditional methods may have worked in the past, if you find you are constantly using the same strategy when the rest of the world is changing, you may fall behind. This includes those that refuse to learn new skills and tools to keep up with today’s market. If you are not trying to learn and adapt, you will fall behind.
    5. Failing to keep promises – Leaders who make promises but do not follow through risk loss of personal credibility, trust and the goodwill of others. If you have let down your team more than once, it can often take a long time to earn that trust back.
    6. Actingalone – Leaders who do not consult, collaborate or solicit input from others often fail to make enlightened decisions. Leaders also need to make sure they delegate tasks within the team appropriately so that they can stretch their teams’ abilities.

    Failing to effectively manage issues – Leaders who dismiss the need to address, manage and resolve issues, place themselves and their organisation at risk.

    What are some of the experiences you have learned in a leadership role? What were the learning curves that you have experienced?


  9. Tips on how to effectively lead teams

    May 5, 2015 by Jenna

    Leading teams requires great commitment and looking outside of yourself to meet their needs. We have provided some tips below to help set you on the right path to a great leadership experience: If you are new to a leadership role they might help guide your way and if you have been at it for a while they may serve as a useful reminder.

    1. Brush up on Your Communication Skills. Having clear and precise communication is important, and being honest and open with your team helps build a level of trust. Making sure all staff understand what the goals and expectations are and giving them the opportunity to contribute their thoughts and ideas for feedback is important.

    2. Be Committed to Your Goal. Not only should you be explaining the importance of the company goals to your team, but you need to show by example that you support the goals as a leader. This involves setting out the tasks, having follow-up meetings and making sure that your team is on track with what needs to be achieved.

    3. Give Verbal Recognition. Verbal recognition for efforts and praise show your support towards the staff member’s accomplishments. It also boosts morale and positivity that encourages a mutual support among team members.

    4. A Team Leader Should Lead by Example. A great leader is someone who shouldn’t be afraid to get their hands dirty or dig in to help when the team requires additional support. Someone who can encourage team members to take risks and support them when they do.

    5. Invest in Staff Careers. To ensure your staff are up to date with the skills they need for their role, you may need to invest in training, invest time mentoring or finding the right mentor, invest time to discover what they really need and want in order to do a great job.

    6. Resolve Conflicts. Any conflict within the workplace needs to be handled promptly and assessed by leaders as soon as it arises. Appropriate measures need to be taken to find resolution or negotiate a mutual agreement. Whether it is conflict in a task or between co-workers, leaders must step up to the plate to take action and problem solve the best way that they can.

    7. Teach Adaptability. The effective team manager should teach adaptability and flexibility to all their team members. This results in better communication, a greater sense of empowerment among staff and a faster exchange of information.

    8. Build Pride in Your Team. Positive reinforcement on success is a proven way to keep staff motivation high and build pride in your team. It will increase productivity amongst the team and encourage drive towards goals. You are also creating a positive working environment that employees are happy to be a part of.

    9. Give Your Staff New Responsibilities. Just as you have developed into your role of leadership, your team are looking for development opportunities. It is important that you help them by giving them the opportunity to take on new responsibilities as the opportunities arise.

    Have you lead teams during your career? What were your first experiences when it came to leading teams? What did you find was most successful? What did you learn from the experience?


  10. What are the next steps after gaining a promotion?

    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?




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