Clues to First Who
First Who (again)
To help you better understand why it’s MORE important (not UNimportant) to focus on character (who) more than competence (what) let me give you a short missal to consider. Stop and think for a moment what actually DRIVES performance in your existing staff. Is it knowledge and skill or character?
If you consider your management time and how you spend it, you might find that a huge chunk of it is MUDA, (waste) or Non-Value Added time. (NVA is management time spent on activity OTHER than moving the organization forward.)
So then, consider the types of problems that actually drive non-performance and increase your NVA time:
An employee being late for work and meetings
A subordinate’s lack of motivation
A lack of attention to detail
Listlessness in a person who works for you.
Not adapting well to change or resisting it.
Slowness to learn new methods
Argumentativeness- vs- legitiamate questioning
Low mental acuity
Chronic illegitmate complaining
Emotional disengagement with the work and the company.
You get the idea. The VAST majority of performance related problems are the result of not having the RIGHT PERSON or not having them in the right seat (job).
Skill and knowledge, (competence) are POWERLESS if they are not accompanied by the WILL to use them and use them well. The COMMITMENT by a person to do their BEST is a character trait we would want in every employee.
SOOOOOOO, why then don’t we measure that in the selection process? Why don’t we interview to discover these extremely important character traits?
Why don’t we test for them? Doing so would be “Value Added”, no?
I can help you. Call me. The first hour is always free. 651-492-8540
Jeffrey A Pelletier, President