The Four C's For Organizational Success

people
people

Each company has its own culture, set of rules and unique approach to organized leadership. That is why very few people can predict business success. However, that is where we can help.

Through the use of a simple heuristic and the analysis of human data, the leader or manager or an organization can find the best solution in a less taxing or stressful manner.

Competence – Every organization needs competent employees or it will cease to exist. They are the keys that drive your economic engine. Above all else, competencies are the most important priority for organizational success, because they are your differentiator in the marketplace.

Character – Having a sense of character in the workplace sets the tone for how your business operates. Everyone in the organization must be a good corporate citizen, both internally and externally, in order to achieve your corporate goals. As managers and leaders, you need to find out which mindsets prompt each individual to action, and from that determine which success patterns should be applied to their competencies.

Chemistry – Every company, regardless of plan, industry, resources, location or size faces a common challenge in developing a culture that contributes to each person’s desire to be productive and add value to the organization. If the organization does not conform to what employees believe to be appropriate principles, they will not relate to or identify with the mission or vision, negatively impacting chemistry.

Capacity – While some members of society are content with their current state of life, a majority of them want more. They want to grow, learn and prosper according to their unique vision of success and they tend to look to their organization for this pathway. For this reason, companies need to understand which of the employee’s motivations and success patterns is most dominant. In this way, you will learn how your employees will want to grow and develop.

Through the analysis of human data, a proactive manager or leader will apply the data from the hiring process to help individuals actualize within the corporate framework, mission and vision.

For more on the Four C’s and how you can apply them in your business, check out Profit Through Your People.

How to Properly Onboard a New Employee

employee
employee

The hiring process can be long and difficult for any manager or company leader. However, once you hire a new employee, the hiring process does not end there. You may have hired the right person for the job, but you must transition them properly or all of your hard work and data analysis from the hiring process can quickly disappear.

It is important to support new employees with comprehensive onboarding to ensure their success. That is where we can help. Here are four steps to ensure a proper onboarding process:

  • Compliance - It is important to teach new employees basic legal and policy-related and regulations. The Human Resources department usually handles this aspect.
  • Clarification - Ensuring new employees understand their new jobs and all related expectations. It is the responsibility of their direct supervisor, manager or experienced team member to clearly define what is expected of them.
  • Culture - Includes providing new employees with a sense of organizational norms, both formal and informal. This can often depend on the size of the organization, as a larger company which will often have greater diversity in mindsets and behaviors.
  • Connection - Refers to the vital interpersonal relationships and information networks that new employees must establish.

Most companies expect a new employee to "have it together" when they apply for and are accepted for a new position. The challenge is that very few new employees really do, even if they have experience in the same field. This makes it all the more important to employ principles that improve the probability of success of a new hire.

How to Achieve Your Hiring Objectives

hiring objectives
hiring objectives

As the old saying goes, "Good people are hard to find." This is particularly true in business, as more and more employers report challenges in finding skilled workers to fill current open positions. Our personal studies indicate roughly 60 percent of companies feel finding competent people ranks in the top three most-critical factors for success.

That's why we're here to tell you finding competent employees for your business does not have to be difficult. All you have to do is make the hiring process work for you by following these four simple tips below:

  • Identify - Before the hiring process begins, identify which assessments you will need in order to obtain the information necessary to measure the managing and leading aspects.
  • Assess - Understand and apply the perpetual cycle with the identified assessments. Be sure to focus on the leadership or inspirational aspects, not just the management aspects.
  • Not a quick fix - Most managers and leaders of a business feel pressured to find a quick fix. However, it is important to realize a quick fix only addresses the short-term needs of a truly dynamic organization.
  • Think long-term - Think in terms of the NFL Draft. A team can either take a player to fill an immediate need, or it can recruit the best player available. By filling the immediate need you fail to address the depth of your team and will not build the long-term cohesiveness of a group that is necessary for success. When recruiting the best available player, it may take longer to develop, but it pays higher dividends in the long run.

If you follow these simple tips, you will be able to easily identify employees that will meet the job and cultural demands of your organization.