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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

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sign up on the sheet at the front of the room.