We have been discussing the critical importance of recruiting great people (read Part 1, Part 2), no matter if you lead a small sales team, a charity, a sports team or if you are the leader of a big enterprise. Organizations with the best people win. Get good at recruiting. In this installment I’d like to give away one of the greatest strategies on how to get people to tell you how to sell them. This is by not selling, but asking. Not by talking, but by listening. People will tell you what is important to them, what they are looking for in life, what their hopes, dreams and aspirations are—if you let them. But one thing is for sure: You won’t learn this by moving your mouth. The question acronym outline I use to this day is FORM: F=Family and Friends O=Occupation R=Recreation M=Money and Meaning Recruiting Script Example A conversation might go something like this (O): “What do you do?” Whatever their answer, my response is, “Oh, you must LOVE that!” People are contrarians by nature, if you suggest they must love it, then they will tell you everything they hate about it. If you would have said, “Oh, that sounds tough or terrible.” They will then tell you everything the like about it.So even if they tell you what they don’t like, ask, “What aspects of it do you like?” They are there for a reason, there is some value or need it is filling, it is important to discover that. Then ask, “What are some of the things you like the least or wish were different or you could change?” Now they will tell you all their needs, wishes and desires. Then if we are on the business conversation I will jump to M and say, “Well you must make a ton of money doing that.” They will now tell you what? Yes, all their financial dissatisfaction.I’ll follow up, “Is this something you always wanted to do; was it an aspiration since you were young?” 99 times out of 100 it isn’t. Then I ask, “What was it you wanted to do when you were young...

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In Part 1 of Recruiting Great People, we talked about key philosophies when it comes to recruiting. Now we'll discuss the finding the ideal match. As a leader I believe you have three main functions: 1) Think. Set the vision. Architect the strategy. Make decisions. 2) Recruit and retain (culture development) the BEST talent you can. 3) Inspect what you expect – keep your eye on the vital signs of the organization. And really, if you only master No. 2, the rest will probably get done too. That makes recruiting and retaining talent your most important job as a business owner, entrepreneur and leader; thus, worthy for us to spend some quality time on it here. Finding Your “Ideal Match”  I interviewed one of the most successful professional executive recruiters in the country today, Harry Joiner, to pick his brain and take a look into his grab bag of tricks on the topic. Harry used the analogy that we should approach recruiting like dating. First, ask yourself the questions to determine what your “ideal match” would look like. He also said to know the key initiatives for your new team member needs BEFORE you look for them so you know how to qualify your “ideal match.” Four key questions to identify the criteria of your “ideal match” 1. What’s the role? 2. How will success be measured? 3. What attributes are needed to succeed? 4. What attributes are needed to gel with rest of team and culture? Here is what I have always done. When I am looking to recruit someone, the first thing I do is...CLICK HERE TO READ REST OF POST

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Any business or organization is simply a group of human beings that have joined together to accomplish an objective. Whether that objective is to sell a product, win a game or even defeat an enemy and win a war. The success of the organization is strictly dependent on the quality and caliber of the people in it. The number one asset of any organization or business and the greatest determining factor of success or failure to the organization are quality of the people involved. That is why your ability to recruit great people is paramount to a business, organization, association, charity, team or any entity that requires more than one person to succeed. What the über-successful attribute their success to: As you know, I have had the opportunity to meet, sit down with and spend time with many of today’s most admired super-achievers. When asked what they attribute the success of their business to, invariably, they will say it is the great people they have surrounded themselves with. We all know no one climbs to the top of the mountain alone—it requires a great team. Many of these extraordinary achievers will readily confess that most of their team is smarter, more talented and more skilled than they are… in fact they will tell you that is always their objective. The CEO of a billion-dollar company told me recently that it is his ardent goal to always... CLICK HERE TO READ REST OF POST

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Image by jean-louis zimmermann via Flickr I hope it’s not too late for me to wish you a “Happy and Joyful New Year”. You know the ritual? New Year is the time for people to set their goals of the year and many came to me to ask for some goal setting tips. Then it [...]

Are You Effectively Servicing Your Customers? SERVICING YOUR EXTERNAL AND INTERNAL CUSTOMERS When you are servicing your customers are you continually and consistently focusing on exceeding the customer’s expectations, when selling or introducing your product or service, to your target audience, both internally and externally?  This is actually the simplified meaning of customer service. Your customers are [...]

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Business Resources to Help You Succeed Everyone is so busy trying to network, make the right connections, find the best opportunities and looking for the next big deal.  Have you ever thought that maybe you should stop, breathe, and take some time to learn from those that have already paved the way for success?  These days with [...]

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