Research has proven that superior performers in all fields bring very specific things to the job. To start, they all are fulfilling their passion on the job. A good example of this would be a librarian who has a strong desire for knowledge. Every day they are surrounded by books and people who are seeking knowledge or information. Another example is a person who is passionate about aesthetics. They can fulfill their passion in careers such as architecture, interior design or jewelry sales.
In addition, superior performers tend to closely match the behavior necessary to execute the job’s key accountabilities; this is key to eliminating stress. When people are forced to adapt their behavior to perform key accountabilities, it can consume their energy. When behavior matches the job, energy easily flows to the job and allows the individual to accomplish more.
Personal skills research studies of superior performers showed they all had an abundance of personal skills. Often we think one or two personal skills make a person unique, and that alone could lead to superior performance. The research identified that superior performers are unique in that they have above average personal skills in 17 or more clearly defined skills. The research basically found superior performers to be above average in the following personal skill areas:
If you want to identify how you rank on these personal skills, contact us at 901-757-4434 to learn about your natural strengths and weaknesses. Call today – we can get this information to you using the internet.
This is the third step of the five part Leadership Development Process. The third step is to Assess Your Identified Talent. The assessment process will provide you with objective data and understanding of your current talent. This includes both the current level of performance and the potential for growth and improvement.
There are four methods of assessing your talent. All four should be utilized for leadership talent assessing. Each method is used for specific information. Here are the four methods for Assessing Your Leadership Talent:
- Interview – This method is used to find out specific answers to a list of predetermined questions related to the potential leader’s accomplishments and personal ambition. Some of the information to undercover includes what workshops or developmental education have they taken? Do they want to move into a higher level of responsibility? Do they want to work more with people than task or develop people more than do the job? Are they comfortable stretching their goals or multi-tasking within important projects?
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.