InnerActive Consulting – Insights » 2008

How to Uncover Your Strengths and Weaknesses

Most people cannot openly tell you what their natural strengths and weaknesses are regarding their personal performance. Sure they have some thoughts about themselves based upon certain assumptions and concepts – but do they truly know for certain?

Enter assessments! Good assessments can put objectivity into knowing what makes a person tick. Assessments can uncover traits about a person like how they communicate, what personal preferences they have, what motivates them, what influences decisions and choices, how much of their potential are they using, and do they have balance for improved decision making?

Assessments can answer all these questions and give more valuable insight into your preferences for life. When a person understands the natural traits they possess – they can then make choices leading to more success in their lives. The unfortunate truth is many individuals have no clue regarding their natural strengths and weaknesses. Then they take jobs whereby they are attempting to be successful – USING THEIR WEAKNESSES! This is the major reason for poor performance, burn out and depression.

Using several key assessments can undercover the natural strengths and weaknesses of an individual. We refer to these as the “how, why, will and can” a person perform in a certain position. This insight has opened the eyes of individuals and their managers as to what was wrong and could it be repaired? Insight is the term I prefer to use in describing the benefits of personal assessments. If a person is lacking this insight into what makes them go everyday, then how will they accurately make decisions and choices to improve their results and performance. Chance or Certainty? Which would you want to use everyday?

If you would like to discuss the value and how-to’s of using assessments both for your organization or for youself, just pick up the phone and call us at 901-757-4434. We have been assisting our clients for 20 years in understanding how to use assessments and the advantages gained using assessments for insights.

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Posted by Voss Graham on November 12, 2008 at 6:28 am under Using Assessments.
Tags: high performance, identifying strengths, natural strengths and weaknesses, personal develop, Personal Development, Using Assessments
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Objectivity in a Subjective World

In this subjective world where everyone has an opinion or position, how do you capture the consensus of the group? Most organizations use the subjective methods of “gut feel” or the SWAG method of determining what is going in within the organization. However, I believe there is another way that is more meaningful. Use assessments to bring objectivity to our world view.

Assessments can bring an objectivity factor to the discussions of what is making this group function? What are the Strengths and what are the shortcomings? Again, assessments to the rescue. This process can bring clear and accurate trends to the table for discussion and action commitments.

I have seen the results of an organizational survey open the eyes of key executives who had different and subjective opinions about the quality of their leadership – and get a good dose of reality. They were able to take this information and use it to communicate actions that were meaningful to their people – who in turn responded with positive actions that lead to positive results.

I have seen executives get feedback from their teams regarding specific performance issues using 360′s or specialty reports regarding the team dynamics. This feedback is used in an objective manner to influence the quality of future decisions and actions.

Assessments work for the good of an organization or group. Get an advantage through the use of assessments that give insight and understanding into what makes an organization work well. What strengths are we using well and what areas need to have a reality check regarding performance.

Performance Management needs objectivity to work properly. Assessments is one tool that should be used to uncover performance matrix and standards. Assessments can also tell us if our strategy is working for our team members. Again, objectivity is needed in a world full of opinions, ideas and assumptions. Clear the air and get the facts.

If you have any questions regarding the proper use of assessments in your organization, please contact us at 901-757-4434. We have over 20 years of experience in assisting organizations and individuals in the use of assessments and how to use the data to improve the quality of performance.

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Posted by Voss Graham on November 11, 2008 at 6:05 am under Using Assessments.
Tags: high performance, Objectivity of information, OD, Performance management, productivity, strengths and weaknesses, Using Assessments
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We Live in Interesting Times!

This statement has been made over and over through the centuries. And, once again we are in “interesting times.” So what makes this particular time period – interesting? Is it the economy? Is it the social actions of some or the many? Is is the global nature of interaction? Is it the crazy college football season of 2008? Really, that is causing this “interesting times” thing?

I believe that it is a series of things all happening at the same time. Uncertainity is the only constant that we have that we can count on. And uncertainity leads to need for Great Leadership.

Leadership is the missing link or key for progress by any group or organization in these interesting times. People need the security of knowing that someone will take action and make decisions for the whole. We have lived through an era of greed and self-centeredness whereby so called leaders have been making decision to benefit themselves – rather than the whole.

This is the key to our Future. Leaders must begin thinking about the good of the whole. How to make good decisions that benefit the group or the organization rather than their pocket or bank account. To get back to the progress and growth of the past, we need excellent leaders who can look into the future and make decisions that anticipate where the future is going to be – and get us there faster.

We can start by taking responsibility for our actions today. Ask yourself – What Can I Do That Will Help My Team, Group, Community or Organization? Then actively look for alternative solutions – choose the best one and launch. If we wait for someone else to do, we are surrendering our opportunities without any effort. Effort gives us the confidence to keep going and doing the right things.

What are YOU doing to create your future in a meaningful way? Set Goals and Take Action. Be a Player and make things happen so You Can Make for Interesting Times.

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Posted by Voss Graham on November 10, 2008 at 9:05 am under Leadership, Personal Development.
Tags: Actions getting Results, Leadership, Personal Development, Personal leadership
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The Million Dollar Question for Sales

Through the years of training sales people one topic comes up on a regular basis – How do I get the Customer/Prospect to talk to me? In reality, this is the most important thing that a Salesperson has to do – get the customer or prospect to tell them about things. In response, they is a question that when used properly has the power to get customers and prospects talking about their situation.

Okay, here it is:

“Mr/Ms Prospect/Customer, I’m fully prepared to talk about X, yet, first I would like to understand your perspective on what is important to you and this will allow me to not waste your time discussing things that are not important to you.”

It seems corny, yet it works like a charm with even tight lipped buyers. How does this work? Well, it is due to the three parts of the question. Each part has a “meta talk” that is important to the customer and gives the salesperson more credibility.

First part: I’m fully prepared to talk about x…. This shows preparation, knowledge and possible expertise about a key topic on the mind of the customer. We know this because the meeting was set up based upon this topic. So, the customer knows they are talking to someone that could possibility assist them.

Second part: …first I would like to understand your perspective on what is important to you. This shows that the salesperson values the customer’s opinion. It shows respect for the customer’s point of view and range of knowledge. It also shows that the sales person will not be using a canned presentation if they are more concerned about the customer’s point of view than their point of view.

Third part: …this will allow me to not waste your time discussing things that are not important to you.” This third part of the question or statement shows that the customer’s time is important. There will be no wasting of time talking about things that are unimportant to the customer. At this point, the customer believes that you are really there to help them and know that if they tell you things – you will help them.

How simple, yet, very powerful. Several of my clients have reported that they used this question with people that had not given them the time of day in previous meetings and they talked for over an hour about they issues! This question does work. The key is for you to honor its power and only use it when you need to gain rapport and answers. Practice this question until you have it down cold so it is totally natural and sincere.

If you are looking for sales coaching or training, contact our offices at 901-757-4434.

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Posted by Voss Graham on November 7, 2008 at 6:28 am under Sales.
Tags: Customer questions, getting information from customers, Sales
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DISC patterns are more important

Keep hearing people who teach the DISC material talk about the high this or the low that – well, this is close to the truth. It is the patterns and combinations that a more important than just a high factor. Yet, everyday people get labeled as a high D, high I, high S or a High C. It then appears that the other factors or elements have no effect upon a person’s behavior.

Let me be perfectly clear on this point – due to the intensity levels and the combinations of highs and lows – a person’s behavior will change when compared to others. Now this is not even taking into consideration the effect of personal motivators or the levels of personal skills that can impact a person’s performance and results.

Let’s get back to the subject of patterns – a presenter or facilitator of DISC needs to understand how the patterns of the DISC work and influence a person’s “unique behavioral traits.” If you can not do this, then you really need to learn more about the DISC elements. There are self-study manuals and CD’s available to learn more about the combination effect. There is a Great reference book – “The Universal Language of DISC” which is a must read for instructors and managers. Or attend a Train the Trainer session and study to get certification on DISC – you will learn about the patterns.

If you want to learn more about the patterns of DISC, contact our offices at 901-757-4434. We offer the tools for you to learn just how important and useful the DISC assessments are and how to use them. If you don’t know about DISC – well, it is time to learn and know. It is a proven and trusted tool for personal behavior.

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Posted by Voss Graham on November 6, 2008 at 6:30 am under Using Assessments.
Tags: DISC, patterns of DISC, personal behavior, Train the Trainer
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Never Give Up, Never Never Give Up

These famous words were first stated by Winston Churchill during World War II. I could not help but think about this statement as I hear from business associates and friends about how bad things are in the world of business today. It is time for some leader to take a stand and tell the world that things will get better – as long as we don’t give up.

Yes, there are things going on in the economy, in society and probably in families that don’t make a lot of sense to the rational person. However, this is the time to realize that adversity comes to teach us how to handle it. It is time to develop a strong character. Leaders look forward to the opportunity of proving both to their teams and most importantly to themselves – that they can handle the situations.

The one thing that does drive me crazy are the people who believe in perfection – with everyone except themselves. A prime example is how so called sports fans can “boo” a freshman quarterback who is learning how to be a quarterback in tough game. The fans seem to expect that a player should be perfect and make no mistakes – even if they make mistakes everyday.

I see this in politics and business management on a regular basis – expecting perfection from everyone – even if others are not trained, not experienced, or have the “wrong” set of strengths for a particular job or project. The faster we learn how to recognize progress and improvement – the fastest people will grow and learn and ultimately perform at much higher levels.

Be a leader that recognizes the progress that your team members are making and continue to encourage their growth and learning. This will allow for random thoughts and actions to become sources of wisdom rather than sources of frustration and blame. Yes, blame is the escape mode of the poor leader. These people have to assign blame to anything that happens or performance that is not 100% to their standards. These same standards that are mostly keep secret until someone has not met the standard – then they learn about it AFTER THE FACT.

Great leaders are ones who are accountable for their results, share the glory of success, encourage people to continue growing and improving, and they certainly live by the statement made famous by Winston Churchill. It is an important and simple saying that we need to embrace during these difficult and challenging times.

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Posted by Voss Graham on November 5, 2008 at 7:26 am under Leadership.
Tags: building character, Dealing with tough times
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Choices and Beliefs – A Day of Reckoning

Well, today is the day of reckoning for everyone making a choice about the future of the United States. This is the day that we find out about the beliefs of people across the country – it’s called a Presidential Election. It is all about the beliefs and emotions of each individual and the choices they make about the future.

There may be some people who actually believe that logic is the key to the vote. Well, Not So Fast My Friend! There is a fact that you are missing – All Decisions Are 100 % Emotional and we use logic to justify our choice. Sales people know this fact and the successful ones use this to get more positive votes in the form of sales. Yet, to my surprise most people do not understand this facet of how choices are made.

Choices are made not using logical explanations. Choices are made based upon our Emotional Beliefs. Beliefs are the underpinnings of everything we do. Our choices are heavily impacted by our beliefs and our belief structure. In fact, our beliefs are the starting point for everything we do or don’t do!

Beliefs are the driving creator of our attitude about life and everything our life touches. Then our attitudes affect the quality of our behavior regarding what we are doing. This behavior drives or creates our results or performance. Then we use the results or performance to validate our beliefs. An ongoing circle is created and continues until “we” or “you” change something within.

Now for the hard part – for any change to be permanent we have to change an inner belief. This fact is exposed by a number of research projects on performance and the personal development gurus have uncovered this by calling them – self limiting beliefs. Yes, self limiting beliefs are the cause of poor or erratic performance.

There are repeated exercises to change results or performance through the use of behavioral training or attitude adjustments. While these techniques can create some change in results – it is usually just a temporary solution. Once the belief is challenged, the belief overrides the process and you are back to the previous result or performance.

So, how do you change beliefs to get better or faster results? You must first work on the subconscious belief structure that you have. There are methods and techniques that can uncover and verify their importance – but you must know how to use them properly. Robin Graham teaches one such method that ensures that each individual can take charge of their lives but eliminating unwanted or old scripts that were planted by others who influenced our developmental years.

To learn more about how to take back control of your life and your thoughts either call our offices at 901-757-4434 and ask for Robin. You can also go to a website that explains the business application of this process – Getting Results Faster. Leave us a comment about this article. Thanks.

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Posted by Voss Graham on November 4, 2008 at 7:39 am under Personal Development.
Tags: Beliefs, change performance, Emotional decisions, high performance
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What is Human Potential?

A few years a good client and friend posed an interesting question to me – What is Human Potential? He stated that he had been hearing this term for years and was truly troubled by his lack of a good answer. We began a dialogue and more questions than answers about the concept of human potential – What does it mean? How do you measure it? How do you know if someone has potential? How can you tell if someone has used up all their potential? What is Maximum Potential? These questions opened our minds to real issues facing managers concerning both hiring/selection of talent and how to develop your existing talent.

So back to the original question – What is Human Potential? I believe that the answer lies within the total capabilities a person possesses and how easy is it for a person to tap into this “reservoir of talent” within. This is both the answer and the problem. How do we know that someone possesses capabilities? And how do we know if they are capable of tapping into their talent potential?

To uncover human talent potential, assessments become a primary tool for tool for showing this information. There are several tools or assessments on the market that show a person’s behavior, personality and motivators. There is only one to my knowledge that uncovers potential. We use this assessment to uncover the both the potential a person possesses and how well they are using it today.

This tool gives us an accurate idea of the cognitive potential and where the individual places emphasis regarding thought and decisions. It tells us things about an individuals approach to People, Processes and Systems. It farther separate the outward or external thoughts from the inward or internal thoughts.

Using this information we can determine how well a person developed balance of thought – the ultimate good thing regarding leadership. It also covers the source of how an individual receives mental value and what it means to their performance. It has also uncovered situations where a person could be unstable in their thoughts and actions. A disaster waiting to happen if you please! The key is not have the disaster happen on your watch.

Most importantly, this assessment tool uncovers the truly high performer. The one that will take the organization to the next level of performance. When the high performer is identified, you have the ability to insure an environment that releases this energy into the organization. The only limiting factor for these people is an environment that refuses to allow high performers to excel. Micro management or restrictions (usually due to fear) placed upon high performers does not work – unless your goal is to run the high performer away from the organization. True high performers look for organizations that allow them to excel and use their strengths to win the competitive advantages that excellent talent begins to the table.

If you have a question or comment about this article, write a comment for this post. Just click on the Make a Comment button and let us know your thoughts. Also, if you want to learn more about this assessment, call us at 901-757-4434.

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Posted by Voss Graham on November 3, 2008 at 11:52 am under Hiring, Selection and Retention, Using Assessments.
Tags: assessments, hiring and selection, Leadership, Personal Development, Using Assessments
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Archive for November, 2008

How to Uncover Your Strengths and Weaknesses

Objectivity in a Subjective World

We Live in Interesting Times!

The Million Dollar Question for Sales

DISC patterns are more important

Never Give Up, Never Never Give Up

Choices and Beliefs – A Day of Reckoning

What is Human Potential?

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