![]() So we are moving towards the time when not having reviews or ratings will be viewed the same or worse than negative reviews. There are more ratings and reviews for everything than there were 5 years ago, and there will be more in 5 years than there are today. If enough people have a more positive than not sentiment, that is good enough "proof" for most people to feel confident in their decision to move forward. We all look at ratings and reviews to see if what we are considering buying, eating, doing, etc is worth our time and money. Social Proof is literally wanting or needing to see that someone else likes something or has had a positive experience with something. I've found that many people know exactly what Social Proof is, however, are unfamiliar with the term. You'll be pleasantly surprised at the clarity you will get when using this approach to evaluate performance, especially if you're not achieving your desired results. Did we have the Right Person in the Right Seat doing the Right Thing the Right Way? Did we do the Right Thing the Right Way? Who is the Right Person that should be in the Right Seat doing the Right Thing the Right Way to achieve the Right Result?Īnd with this approach it gives you the Right Questions to ask when the Right Result is not achieved. Which is the Right Seat to be doing the Right Thing the Right Way to get the Right Result? What is the Right Way to do the Right Thing that will get the Right Result? What is the Right Result that we are striving for? My main takeaway was questioning backwards: However, his approach was a little more insightful and how he used this framework to align the org chart to organizational goals to hiring, training, and development of your people was masterful. He shared a simple concept that I'm sure we've all heard the variation "right person, right seat" These are four simple areas that #leadership can reflect on and improve their organization.ĭuring the National Independent Staffing Association's Spring Conference, we had the privilege of hearing from Sean Nix. You will never have customer loyalty, if you don't focus on employee loyalty.Ģ.) Have a focused Strategy that can be clearly communicated to everyone.ģ.) Have disciplined execution of the strategic plan - "execution eats strategy for breakfast"Ĥ.) Build a culture of accountability, where everyone accepts their contributions to the goal, owns when they fall short, and accepts help from the team to get on track. ![]() Your culture shines through based on who you hire, promote, and fire. When considering our role and responsibility as a leader we must focus on four key areas in order to achieve #success ġ.) Hiring, Training, and Supporting your people to be experts. "The greatest bottleneck to growth is leadership" Another key takeaway from Staffing Industry Analysts Executive Forum that I've reflected on and have allowed to refine my own approach came from the panel of Breaking Through companies, facilitated by Barry Asin and Mike Cleland. ![]()
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