In today's fast-paced business world, CEO's are trying to keep up
with change and adapt to the global marketplace, constantly searching
the horizon for an edge over the competition.
One thing they overlook is very close to home. In fact it is just down the hall from them.
It's their very own employees.
By
learning how to unlock the hidden potential of your employees and
executives you can create multiple leverage points for your business
that your competition cannot duplicate because it's unique to you. Your
employee mix is yours and yours alone. You owe it to your company to get
the best from your employee's; their minds, their strengths and their
keen abilities.
Imagine if all employees utilized all their
strengths and could know and understand the roadblocks that hold them
back? Playing at the "top of their game" they would make better
decisions for the company, help reduce expenses and contribute to higher
profits.
So much can be achieved by simply knowing a person's
strengths. It can help build confidence in their ability to make and
carry out decisions. It's as critical to know the areas in which they
need help. Create an atmosphere where people are not afraid to ask for
help or guidance.
Employees become more willing to ask for help
before a situation becomes critical if they accept, that like others,
they are not perfect and nobody really "knows it all". This fear of
asking for help holds people back and stunts the growth of companies.
When nothing holds a person back, he/she can surge forward with the
power and confidence of someone on a mission.
So the question to
ask is, "How do we structure a program for our people to discover their
true strengths and their roadblocks to achievement?"
The answer is
a little known science called Axiology, the study of values and
judgments. The Value Profile is the tool of Axiology that unlocks a
person's hidden value. It reveals how you can make better decisions
based on how you think and what you value.
Here is a scenario to
give you an idea on how Axiology and the Value Profile help CEO's obtain
greater leverage from an employee's strength.
The CEO, lets call
him Richard, has to make a tough decision. He needs to expand his
company in order to keep ahead of the competition. Richard decides to
put someone in charge of a Special Projects team to determine where the
company's best opportunities for the future are.
Using the Value
Profile, Richard can accurately measure and compare possible candidates
for the position. There are 120 different critical areas with pinpoint
and objective information that can be obtained from each individual.
The
first section of the report determines a person's skill in Deciding
What Needs to Be Done. This report measures a candidate's ability to
decide what issues are relevant and what issues require attention. The
findings would provide insight on the candidate's ability to rely on
analytical as well as "gut" instincts, both critical allies to
executives making important decisions.
The profile also provides
laser accuracy into how well a candidate "sees the big picture" and how
the pieces of the picture fit together to make a whole.
Added
insights include measuring ability to use practical thinking and the
ability to project a goal into the future and develop a plan to attain
it.
In the second section of the report, Developing a Strategy,
Richard gains insights on the candidate's ability to plan and manage the
project. This is the only tool that provides you with specifics of how
each candidate can plan for consequences of actions and decisions, and
how he reacts to crises. As a CEO, it's more important than ever for you
to know which candidate best knows how to quickly identify the source
of a problem and the factors relating to the problem.
You can know
which candidate has the best combination of skills to manage the
project and move your company forward if you know who has the ability to
come up with alternative solutions for problems and who can control the
flow of events.
But it doesn't stop there. You can take an even
closer look at your selection of candidates. In the third section of the
report you take out your magnifying glass and see the management
abilities of the candidates.
Utilizing this section of the report,
Richard can benchmark each candidate's ability to identify problems and
critical issues. You know how well they can determine what needs to be
done and whether or not they know how to do it in the most effective
manner.
Another component of the report tells you if they can
determine and understand what is needed to carry out your objectives,
whether they are clear about potential problems and the abilities of
their people to resolve those situations.
The last part of this
section provides Richard with a clear picture of which candidates are
best equipped to create an efficient process or manage a system that
others can follow.
These are a few of the many insights Axiology
and the Value Profile can provide Richard and other CEO's who want to
fulfill the vision they have for the future of their company.
There's
more to come; this is the first part of a three part article series. In
the second article Richard, our CEO, will discover how he can assess
the candidates' organizational abilities, inner drive to succeed, and
how much of a self-starter each candidate is.
(c) 2004, Team
Results Inc. and Axelrod & Associates, All rights in all media
reserved. Reprint rights granted so long as the article and the by-lines
are reprinted intact.
Mitch Axelrod is the Author of the new book, "The NEW Game of Business" and consults with Fortune 500 companies. Contact win@thenewgame.com or call 800-7 AXELROD (800-729-3576).
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