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Posted by on in Attitudes and Behaviors
It seems that when many people hire a staff member that spend a tremendous amount of time on resumes, skills and knowledge. And yet people usually don’t fail because of lack of skills. It is usually bad behavior, bad actions, or bad attitude. Several years ago, I heard Zig Ziglar speak. He said, “Your attitude determines your altitude.” What do YOU think about when you hear the word attitude? When I ask this question at workshops people usually respond with examples what they consider a bad attitude. It may even have a negative connotation to you. The fact is that people do not put enough emphasis on how attitude affects performance. Attitudes DO affect performance. In fact, they affect everything that we do. There is a strong link between attitude and performance. Let’s start with defining what attitude means in this context. An attitude is a pattern of thought. It affects...

Posted by on in Attitudes and Behaviors
Behavioral competencies are more important the functional job competencies. Organizations that leverage behavior competencies create cultures of performance and success.   And Peter Drucker is alleged to have said that culture eats strategy for lunch. This means the without the culture including vision, values, people who share those values and doing the right thing; then your strategy is not worth the paper it is printed on. In Good to Great Jim Collins explains that building a great organization is as simple as “Getting the right people on the bus, the wrong people off the bus, and the right people in the right seats.” It may be simple but it’s not easy. You will need to change the way you hire people. Unfortunately, all too often owners and hiring managers tend to make hiring decisions by looking at background in the industry, jobs held before, and job history. Significant time is spent...

Posted by on in Attitudes and Behaviors
The most successful organizations hire people with shared values and who match the culture of the organization. While it is very important to hire the people that have the core competencies it is just as important that each new hire shares the organizations values. It is a mistake to hire a candidate based solely on experience. Most experienced managers will attest to the fact that most of the terminations occur not because of skills but because of attitude and values. In Westchester County New York I have worked with many industries ranging from real estate, construction, retail, service and hospitality, nonprofit, and manufacturing. I have made the same observation in all of these industries. Those running the business believe that their industry is different from others, so unique that the primary requirement is industry background. Because of that mindset I have seen many bad candidates hired and many qualified candidates screened...

Posted by on in Attitudes and Behaviors
One of the biggest mistakes a business and hiring manager makes is hiring solely based on experience. I have seen the business owners in Westchester County New York beginning to understand this. In my last blog I spoke about leading indicators. Business owners should watch and base their decisions on these indicators. This brings me to the point of why you should not rely on experience. Experience is in the past. As mentioned in the last blog, “Past experience is no guarantee of future performance.   In Good to Great Jim Collins explains that building a great organization is as simple as “Getting the right people on the bus, the wrong people off the bus, and the right people in the right seats.” It may be simple but it’s not easy. You will need to change the way you hire people. Unfortunately, all too often managers tend to make hiring decisions...

Posted by on in Attitudes and Behaviors
Contrary to what you may think education and skills do not create success. There is a saying that knowledge is power. That is also wrong. It is the application of knowledge that is power. In school teachers would say, “Johnny could be a great student if he would only apply himself.” With that being said why are we fixated on grades, degrees, and experience on resume when hiring people? In Good to Great Jim Collins explains that building a great organization is as simple as “Getting the right people on the bus, the wrong people off the bus, and the right people in the right seats.” It may be simple but it’s not easy. You will need to change the way you hire people. Unfortunately, all too often managers tend to make hiring decisions by looking at background in the industry, jobs held before, and job history. Significant time is spent...

Posted by on in Attitudes and Behaviors
Our success or failure is driven by our habits. In fact, habits have everything to do with our success or failure. A person with good work habits, for example, will be much more likely to succeed than a person without good work habits. Most organizations and people work on developing skills and knowledge.  However, problems and failures occur due to habits and behabiors. Habits can be good but they can also be harmful. A bad habit can cause us to continue to do things that are non-productive or destructive. For example, you might have a habit of laying back and taking it easy. The end result could be panic when you are up against a deadline. The end result could be failure to meet the deadline or failure to achieve good results. All of this is the result of living in a comfort zone. That comfort zone exists for us because...

Posted by on in Attitudes and Behaviors
Companies make a major mistake in hiring and training because they don’t understand critical factors of employee performance. Many companies spend time and effort on identifying the correct skill sets when hiring. Then, after a candidate is finally hired the company will invest in training the new employee in the skills, processes, and procedures for doing the job. In addition, the new employee will look to increase his or her skills and understanding of the business. The employee attends training on the latest systems or learns the latest sales techniques. The employee gets training on the features and benefits of the products and services. Most of the time is spent on learning the nuts and bolts. Many businesses see this as the most important path to success. Fast forward. The employee leaves the company. The hiring manager searches for candidates that have the same skill sets as the person who left...

Posted by on in Attitudes and Behaviors
A number of years ago I heard Zig Ziglar speak. He said, “Your attitude determines your altitude.” What do YOU think about when you hear the word attitude? When I ask this question at workshops people usually respond with examples what they consider a bad attitude. It may even have a negative connotation to you. The fact is that people do not put enough emphasis on how attitude affects performance. Attitudes DO affect performance. In fact they affect everything that we do. There is a strong link between attitude and performance. Let’s start with defining what attitude means in this context. An attitude is a pattern of thought. It affects how we approach everything we do. You can change your attitude, your outlook, and how you think but it will take real commitment, discipline and desire to change your old habits. Would you agree? In other words, you can do it,...

Posted by on in Attitudes and Behaviors
Selecting employees is one of the most important functions of a manager.   Sadly most organizations fail at hiring the right people.  This occurs at organizations with a human resources department as often as it happens with the small business owner.  The good news is that you can begin to hire the right people.  Jim Collins and his team laid out the principle in the book Good to Great.  It is as simple as “Getting the right people on the bus, the wrong people off the bus, and the right people in the right seats.”  It may be simple but it’s not easy.  You will need to change the way you hire people. Here is a simple fact.  Managers tend to make hiring decisions by looking at background in the industry, jobs held before, and job history.  Many companies even do background checks.  They spend a significant amount of time looking at...

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