Posts tagged ‘Workplace Motivators’

Using assessments in business is still important since it is the only true source for objectivity in understanding people. Since people are the key source for performance, productivity and results, it is important to know “WHY” each person does the things they do.

Some people believe they only need a behavioral assessment to answer all the questions on people issues. My answer to this – DISC only gives you the “HOW” a person does things. Since it is behavioral based the broadcast media that people use to communicate, listen, walk, talk, etc.

Workplace Motivators on the other hand get into the reasons “WHY” a person makes decisions the way they do. It answers the question about what they value and what they devalue – showing the sources of passion or indifference.

Identifying the source of passion or what is valued will tell a manager why a person prefers a certain type of job or why they make decisions or what positions they prefer due to the rewards of a particular position.

An example of these Workplace Motivator showing high performance can be traced to outside sales positions. In research of top performers in sales in the United States and Europe, we found that 93% of the top performers in the US and Europe had a certain Workplace Motivator as the number one or number two driver. This driver was the need to get a return on everything they did. It sounds logical, yet, every day sales people are hired who do not possess a passion for a return on everything they do. This are the same people who later de-hired by their sales managers due to a lack of results!

What are you doing in the hiring process or the evaluation of performance process that involves Workplace Motivators? If the answer is nothing, then you are risking your job. Excellent executives understand the value of objectivity in decision making and understanding what makes people tick. People skills is the main issue for success or lack of success. Assessments are the key component for finding the objectivity needed in a subjective area – such as people.

Want to know more about Workplace Motivators? First, go to our assessment site and read about Workplace Motivators and then download a sample report to review what is identified. Now one thing about a sample, it will not be as meaningful since it is not about you or someone you know. But it will provide a glimpse into the information format.

Next contact or call me to discuss how to use Workplace Motivators in your group, team, or organization. You will benefit in several ways using these assessment tools and we need to discuss exactly how they can help you. Call me at 901-757-4434 and we can discuss how to make you more productive and effective with people skills.

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Posted by Voss Graham on June 16, 2009 at 5:30 am under Using Assessments.
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Many will agree that people are the most important asset of an organization. More importantly, however, is how well those people work together to accomplish a common goal.  Whether a company has
thousands of people working in various locations worldwide or just a handful working in one small office, teamwork is vital to success.  So, how can you ensure that your teams are performing at their fullest
potential?  How do people contribute to the team differently?  Have you built effective teams?

To begin answering these questions, you must learn how to really understand each member of the team to
identify their work style and how it compares to others in the group.   You also need to look at the inherent
strengths that each person brings to the table.  Not their expertise or their background, but those things they seem to be good at just because that is who they are.

Once you understand the team members, you can not only build a team with the most effective combination
of strengths, but you can also learn how to leverage each individual’s strengths for a dynamic team that
works at its highest potential.  Only then will teams reach goals that have been unattained by individuals,
work at levels of productivity no single person can achieve or impact the bottom line more effectively as a
group.  In fact, maybe we should revisit the assets of an organization.  Perhaps TEAMS are more important
than people on their own?

A Senior Vice President for a Technology Company discovered the importance of using assessments to assist in selecting a diverse yet functional group to lead a very important company project. His first attempt had been a failure because he selected a team consisting of passive and non results oriented individuals. His second Team consisted of a balance of results oriented, active, detailed, persistant, and influential individuals that produced the project in record time, within budget and a quality product ( as described by their customers.).

To learn more about using assessments in selected or evaluating Team Effectiveness, call me at 901-757-4434. We have been implementing assessments within team for over eighteen years with outstanding results for our clients.

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Posted by Voss Graham on November 21, 2008 at 6:15 am under Team Building, Using Assessments.
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