The Power of Team Building & hiring new employees

THE POWER OF TEAM BUILDING & HIRING NEW EMPLOYEES

How to communicate with a new employee in the same way you communicate with your existing employees

Communication

Team building is the art of communicating with others

The art of listening to others

The art of using the DISC / Values & TMP tools to enhance communication

Communication 93% of ALL communication is

nonverbal:

• - 38% is from tone of Voice

• - 55% is from demeanor, dress, self-confidence, manners, conduct, temperament, observable personal habits, etc.

7% is choice of words.

Communication

Effective communication is the key to employee productivity

Because we come from different backgrounds and cultures we see the world in a unique way

Each person in this picture has a personal style that requires a communication method that will enhance their performance and over all contribution

2 Sides of a Coin & a Job

Every job requires a set of technical skills

Every job requires a set human skills

2 Sides of a Coin & a JobThe technical skills are

described in the job description

The human skills can also be described for the job when it is benchmarked (TMP)

2 Sides of a Coin & a JobThe technical skills a

candidate has are described in h/her resume

The human skills a candidate has are described in the TMP assessment reports

2 Sides of a Coin & a JobThe technical skills an

employee has are determined by how well h/she performs their job

The human skills an employee has are determined by the history of how h/she interacts with other employees, listens to others, cares about customers, and how much maintenance they require

4 different people how do you know how to communicate with each of them?

BehaviorsHow people do what the do

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DOMINANCE (D) – DESCRIBES HOW PEOPLE RESPOND TO PROBLEMS & CHALLENGES.

INFLUENCE (I) – DESCRIBES HOW PEOPLE INFLUENCE OTHERS TO THEIR POINT OF VIEW.

STEADINESS (S) – DESCRIBES HOW PEOPLE RESPOND TO THE PACE OF THE ENVIRONMENT.

COMPLIANCE (C) – DESCRIBES HOW PEOPLE RESPOND TO RULES & REGULATIONS SET BY OTHERS.

The D Behavior

The “D” is looking for: Results • Emotion: Anger • Quick Observations: Extroverted, task-oriented • Communication: Asks direct questions• Overextension: Impatient • Body Language: Stance -Forward leaning, hand

in pocket • Walks: Fast, always going somewhere • Gestures: A lot of hand movement when talking,

big gestures • Communication Clue: Doesn’t want others

opinions’, only facts

The I Behavior

The “I” is looking for: The “Experience”• Emotion: Trust/Optimism• Quick Observations: Extroverted, people-oriented • Communication: Indirect • Overextension: Disorganized/Trusting• Body Language: Stands close, touches people,

looking for others to talk with • Walks: Weaves in and out with people • Gestures: Has a lot of hand movement when

talking, big gestures • Communications Clue: Talks with hands

The S Behavior

The “S” is looking for: Security• Emotion: Non-emotional • Quick Observations: Introverted, task-oriented • Communication: Indirect • Overextension: Possessive • Body Language: Tends to lean back does not

make eye contact • Walks: Slow • Gestures: Some hand movement • Communication Clue: Asks few questions, shows

very little emotion, don’t play poker with them

The C Behavior

The “C” is looking for: Information• Emotion: Fear• Quick Observations: Introverted, task-oriented • Communication: Direct • Overextension: Critical • Body Language: Arms folded, one hand on chin• Walks: A straight line• Gestures: very reserved, little or no gestures • Communication Clue: Asks detailed questions

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100%

80%

60%

Energy Line50%

40%

20%

0%

S C

LEASTMOST

D I S C D I

VALUES – THE WHY Values are the product of our life experiences.

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VALUES – THE WHY Values are the product of our life experiences. Beliefs (values) modify the use of behavior.

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VALUES – THE WHY Values are the product of our life experiences. Beliefs (values) modify the use of behavior. When we are under pressure we tend to use the emotions of our values.

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VALUES – THE WHY Values are the product of our life experiences. Beliefs (values) modify the use of behavior. When we are under pressure we tend to use the emotions of our values. Life experiences over a five year period cause

a shift in our values (beliefs).

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VALUES – THE WHY Values are the product of our life experiences. Beliefs (values) modify the use of behavior. When we are under pressure we tend to use the emotions of our values. Life experiences over a five year period cause

a shift in our values (beliefs). A significant emotional event can cause a

sudden change in our values. 21

THE COMBINATION OF BEHAVIORS AND VALUES

Behaviors define HOW people do what the do while values define WHY.

Behaviors are important but not the most important.

Values define why people do what they do when they are under stress.

Values modify the use of behaviors which is very important for sales people and all managers

The How The Why

TALENT MANAGEMENT PLUS™

TMP is the most advanced personal talent screening solution in the market place. 10 years to develop. Its primary function is to identify a match between the job’s needs and the candidates talents.

TMP provides critical information before you start the interviewing process rather than at the end of it.

Employee Hiring Program

TALENT MANAGEMENT PLUS™

TMP is the most advanced personal talent screening solution in the market place. 10 years to develop. Its primary function is to identify a match between the job’s needs and the candidates talents.

TMP provides critical information before you start the interviewing process rather than at the end of it.

One member said it saved him 50 hours of his time. 94% of the candidates that were a match for a position and

were hired were / are on the job for 2 years or more.

Employee Hiring Program

TALENT MANAGEMENT PLUS™

TMP is the most advanced personal talent screening solution in the market place. 10 years to develop. Its primary function is to identify a match between the job’s needs and the candidates talents.

TMP provides critical information before you start the interviewing process rather than at the end of it.

One member said it saved him 50 hours of his time. 94% of the candidates that were a match for a

position and were hired were / are on the job for 2 years or more.

The patented benchmarking process identifies what personal talents are need for the job

It produces a set of job focused interview questions It produces a performance evaluation tool Free consultant coaching with the hiring manager

Employee Hiring Program

The Return on Investment of Your Personal Talent Inventory

The ROI for knowing the behavioral style and values of others? People have a preferred: • Way of being communicated with• Way to receiving information• Way to respond to questions• Environment to work in • Way to manage urgency

The ROI for using TMP to select new employees is:

• You receive information about a candidate that will take 2 to 3 years for you to learn

• You receive information about behavior, values, competencies in order of their development and a Acumen report (value of thought)

• Acumen defines how the person thinks about solving problems taking risk and much more

• You receive performance evaluation service at no fee any time you wish.

The ROI for using TMP with Team Building is:

• When you hire a new employee h/she’s personal talent is understood by your incumbents

• The new hire fits in quicker • Managers are communicating with all employees in the

manner each of them understands best• You have the opportunity to receive performance

evaluation service for all of your employees at no fee any time you wish.

It is critical that Presidents, Owners, and all top management participate in the team building (communication) process