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Finding the Happy Gene
How To Hire A Rock Star Every Time!
Nathan Fisk & Laura McGuire
Saligent, Inc.
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Introductions/Agenda
Welcome from Laura McGuire (CEO, Saligent, Inc.)
The True Cost of Hiring The Wrong Person
Hiring Rockstars!
Outcome: Learn three fundamentals for hiring the RIGHT person at
the RIGHT time for the RIGHT work. What you are hiring
How you are hiring
The secret sauce (aka, the happy gene!)
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(Hiring rock stars is really important!)
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What are you hiring?
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What are you hiring?
programmer?
sales guy?
manager?
clerk?
customer support?
telemarketer?
web guru?
executive?
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What are you hiring?
programmer?
sales guy?
manager?
clerk?
customer support?
telemarketer?
web guru?
executive?
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NOPE. Those arejobs... not employees.
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Who youre hiring...
should be the right person,
doing the right work,
on the right team!
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Who Are You Hiring?
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Who Are You Hiring?
What are the five key elements to
the right person for your boat?
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Who Are You Hiring?
What are the five key elements to
the right person for your boat?
Extremely quick integration to
the team!
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Who Are You Hiring?
What are the five key elements to
the right person for your boat?
Extremely quick integration to
the team!
Reacts to pressure with asmile!
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Who Are You Hiring?
What are the five key elements to
the right person for your boat?
Extremely quick integration to
the team!
Reacts to pressure with asmile!
Listens!
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Who Are You Hiring?
What are the five key elements to
the right person for your boat?
Extremely quick integration to
the team!
Reacts to pressure with asmile!
Listens!
Provides quick, honest
feedback!
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Who Are You Hiring?
What are the five key elements to
the right person for your boat?
Extremely quick integration to
the team!
Reacts to pressure with asmile!
Listens!
Provides quick, honest
feedback!
Wants to be on the team!
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Who Are You Hiring?
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Who Are You Hiring?
You might be asking what about...
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Who Are You Hiring?
You might be asking what about...
Their skills? Education? Resume? Appearance? References?
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Who Are You Hiring?
You might be asking what about...
Their skills? Education? Resume? Appearance? References?
While important, these items dont necessarily reflect a Top
Performer profile.
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Who Are You Hiring?
You might be asking what about...
Their skills? Education? Resume? Appearance? References?
While important, these items dont necessarily reflect a Top
Performer profile.
Its not about the WHAT. Its about the WHO!
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Who Are You Hiring?
You might be asking what about...
Their skills? Education? Resume? Appearance? References?
While important, these items dont necessarily reflect a Top
Performer profile.
Its not about the WHAT. Its about the WHO!
What the heck is a top performer profile??
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Are You A Top Performer?
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Are You A Top Performer?
Turn to your neighbor and take turns interviewing him or her
about an example in their career where they were:
really energized by their work;
appreciated by others;
making a difference;
performing at a high level and;
happy with their work and environment!
List the job and the top external (management, peers) and top internal
factors (how competent you felt, how valued) that made that experience
and their performance so significant.
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From the Who to the How
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From the Who to the How
I know what Im aiming for... now how do I find it?
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From the Who to the How
I know what Im aiming for... now how do I find it?
Option one: Guess!
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From the Who to the How
I know what Im aiming for... now how do I find it?
Option one: Guess!
Option two: Objective tools andinstruments
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From the Who to the How
I know what Im aiming for... now how do I find it?
Option one: Guess!
Option two: Objective tools andinstruments
Some youve heard of: Kolbe, DISC, Myers-Briggs
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From the Who to the How
I know what Im aiming for... now how do I find it?
Option one: Guess!
Option two: Objective tools andinstruments
Some youve heard of: Kolbe, DISC, Myers-Briggs The one were going to talk more about today...
Taylor Protocols, their Top Performer Profile, and Core
Value Index
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Core Value Index (CVI)
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Core Value Index (CVI)
The CVI is the only assessment that
characterizes and quantifies whatAbrahamMaslow called the unchanging innate nature of
a person thatinscribes where a person canmake their highest and mostproductivecontribution to the world.
Measures "core motivational drivers"
Existing in one from birth; inborn; native
Inherent in the essential character of
something
Originating in or arising from the intellect or
the constitution of the mind, rather than
learned through experience.
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The Pareto Principle
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The Pareto Principle
Also known as the 80/20 rule
A, B, C, and D performers
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35%
38%
15%
12%A Player
B Player
C Player
D Player
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Core Value Index (CVI)
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Core Value Index (CVI)
Measures acrossthreeelements andtenspectrums to align corevalues with a top performer profile
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Element 1
Builder
Banker
Merchant
Innovator
Element 2
Intuitive
Cognitive
Creative
Practical
Element 3
Community
Independent
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Core Value Index (CVI)
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Core Value Index (CVI)
Measures acrossthreeconcepts andtenspectrums Concept 1
Builder (ex: Andrew Carnegie, fighter pilot)
Action & Results Banker (ex: Your doctor, CFO/Accountant, engineers)
Conservation & Information
Merchant (ex: Marco Polo, sales people)
Relationships & Vision Innovator (ex: Thomas Edison, research scientist)
Assessments & Solutions
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Top Performer Profile
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Top Performer Profile
The Top Performer
Profile is the unique
Core Value Index
profile best suited
to specific roleswithin your
organization.
(Everyone has a
distinct mix.)
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Top Performer Profile
Nathan Fisk
CHIEF GROWTH OFFICER
(Sales, marketing, business
development, etc.)
High Merchant &
Innovator
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Top Performer Profile
Jeffry Ziegler
CHIEF FINANCIAL OFFICER
(Revenue forecasting, data
analysis, strategic planning)
High Banker & Builder
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Why core values matter!
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Why core values matter!
When a persons work is not a natural
expression of dominant core values, they will:
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Why core values matter!
When a persons work is not a natural
expression of dominant core values, they will:
Fail
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Why core values matter!
When a persons work is not a natural
expression of dominant core values, they will:
Fail
Redesign the position
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Why core values matter!
When a persons work is not a natural
expression of dominant core values, they will:
Fail
Redesign the position
Disrupt
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Why core values matter!
When a persons work is not a natural
expression of dominant core values, they will:
Fail
Redesign the position
Disrupt Leave
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Using Instruments to Hire
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Using Instruments to Hire
Consider using more than one.
Use them for everyone!
Evaluate results over time.
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The Happy Gene!
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The Happy Gene!
In addition to whats already been covered... you
should specifically evaluate and find the happy gene.
It's not a nebulous concept: it's scientific, medical fact
that there are is a genetic predilection for
happiness" (medical study from UCLA)
Its not discriminatory or illegal to test applicants!
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The Happy Gene!
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The Happy Gene!
Key areas to measure in a prospective employee as
you look for the happy gene:
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The Happy Gene!
Key areas to measure in a prospective employee as
you look for the happy gene:
Conviction (strong belief)
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The Happy Gene!
Key areas to measure in a prospective employee as
you look for the happy gene:
Conviction (strong belief)
Commitment (emotional/intellectual pledge)
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The Happy Gene!
Key areas to measure in a prospective employee as
you look for the happy gene:
Conviction (strong belief)
Commitment (emotional/intellectual pledge)Confidence(assurance in self and team)
The shortcut? OPTIMISM is a key marker.
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The Happy Gene!
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The Happy Gene!
Another way to think about the three Cs?
(Hint: Its your job too!)
Emotional intelligence +
quality of workplace +
quality of management =
lots of happy genes
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How to hire a rockstar!
Pick up the paper you used earlier.
Share items on it that do (and dont!) relate to:
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The 5 Elements:
Quick integration to the team!
Reacts to pressure with a smile!
Listens!
Provides quick, honest feedback!
Wants to be on the team!
The 3 Cs
Conviction
Commitment
Confidence
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How to hire a rockstar!
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How to hire a rockstar!
Know what WHO youre looking for.
Know how to objectively measure
core attributes versus surface skills.
Specifically search for evidence
of the happy gene.(Its innate, not learned.)
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THANK YOU!
For more information and freeeducational materials related to Sales
Lead Management please visit
www.SalesLeadManagement.com
For your FREE Taylor Protocol CVI please
sign up on the sheet at the front of the room.