Posts Tagged ‘job’

We Want Our Company to Share Our Values

October 1st, 2008

The number of employees happy at their jobs keeps dropping. But at the same time, in lots of areas, it keeps getting harder and harder to attract and to retain good employees.

But why is there such a disconnect? In the 2007 RBC study only 36% of respondents surveyed answered that they are “very satisfied” with their jobs. When asked to rate their employers the results were even worse. Only 18% of people actually graded their employers with an “A,” while 43% gave their company a “B” grade.

Now compare that to the small 14% who expressed that they are worried about losing their jobs and the problem areas are clear. RBCs Christinne Paris had a great comment to CanWest News: “Employers committed to being successful are going to have to work harder and do better to attract and retain valued employees.” Paris goes on to make a compelling case for Colors: “Creating inclusive working environments is paramount…” We can keep working harder or work smarter…

Finally, here is one more eye-opening response from the survey: Three-quarters of all respondents believe that it is very important that their employer share their values. Yet those values (whatever the respondents used for their definition) are very different for different Colors, just like the definitions of organized, family, honesty and many more.

Not Your Typical Job Interview

July 1st, 2008

The Arizona Republic recently had an article on job interview horrors entitled: Putting your worst foot forward. Some of the stories were quite funny, ranging from candidates dozing off, to flagrant lying that didn’t even match the resume, or the candidate who was actually programming his cellphone during the interview and was stunned when he was told that it was distracting. Who’d have thunk…

One of the supposed “horror” stories was a real Color conflict that the candidate probably still hasn’t figured out to this day. A lady relates the story of an interview with the CEO of a rather large firm. Upon entering his office for the interview, the only sentence she got was, “nice to meet you. You have exactly one hour to convince me why I should hire you.” Then, the CEO sat down, his face was expressionless and the candidate started to talk.

About 20 minutes later a woman entered the office and sat down between the candidate and the CEO, without ever saying a word, either. Yet the CEO never took his eyes off the interviewee, hadn’t uttered a word, or changed his expression. Exactly an hour later, still never having said a thing, the CEO got up and thanked the woman.

She later learned that the other woman was the CEOs executive assistant and every interview had gone exactly the same way. She got the job because she was the only one who hadn’t gotten completely flustered by the process. Kind of an extreme high Green example, but it’s likely her new boss didn’t become much more chatty even after she was hired.

What If Yours Were the Only Color?

December 1st, 2007

I had a scary thought the other day when I was at an annual general meeting of an association I’m involved with. Looking around at the organization, micro management of the meeting, pages and pages of agendas, the way everyone was dressed and many other clues, I realized that almost everyone in the room was very high Gold. While the meeting certainly went smoothly (it had better, with all the planning that went into it) it wasn’t much fun, there was no socializing, much interacting, exchange of ideas or flexibility. In other words it was all Gold all the time.

While this group and field certainly attracts huge numbers of Gold members, I wonder how many other Colors would just be turned off from attending, or even getting into the field for that matter. Half way through the meeting I had a choice. I could start acting out as Orange and inject some energy, discussion and fun into the meeting, or I could quietly leave. Since the group certainly wouldn’t have appreciated the former, I was out of there.

While this is a Gold example, wouldn’t it apply in different ways just as much if it were exclusively made up of another Color? What would be missing and what would they have in spades?

What’s your office like? Chances are it’s a big rainbow of all the Colors from front-line staff through to management. I hope you stop every once in a while and really appreciate that. It’s what makes you successful as a team and such a value to your customers. Because, alone we certainly can’t be everything to everybody, when we’re actually specialists in our first or second Color.

Some of the biggest thrill I get is when corporations realize the power of Colors and see that their team is missing this Color or that, when social committees realize who’s missing, when teachers actually look for an opposite Color to team-teach with, or we all just realize how valuable our different friends of different Colors are to us and how one-dimensional our lives and offices would be if we were all the same first Color. It’s the reason I keep asking for your referrals to share the tools of Colors!

Matching Talents to Tasks

July 1st, 2007

One of the greatest examples of being able to pull this off is Donald Trump. Surely, Trump is one of the highest Orange personalities anywhere. Yet it appears clear that every other person that he has had on the show, from George to (formerly) Caroline, is high Gold. And there hasn’t been a season of The Apprentice when he’s hired anyone but a high Gold!

Trump knows his strengths are promotion, quick decisions, negotiating and making the big deals. He likely also recognizes that his weakness (or certainly the least fun part of his day) is the monitoring part of the job. The supervision, details, specifics, and all those traits Golds love and are very good at, are just not something which motivates Trump, or most successful high Orange. But he trusts the judgments and decisions of those who work for him.

To paraphrase one of Trumps sayings: He wants to surround himself with managers who can get him up-to-date in two minutes or less and are accountable for their actions. And in a recent letter I received from Trump, he does admit that he’s read lots of material on Carl Jung, and is well familiar with personality types!

Understanding Colors can show very well what talents and strengths someone may have, but often it’s harder for the person him or herself to see. Often, factors ranging from control to ego, negativity or not acknowledging real talents do get in the way.

One of the best ways to keep your high Orange staff, students or clients interested in to make sure you show a sense of humor. Another easy way is to make sure something is happening hands-on, or that the high Orange is involved in whatever you’re teaching, talking about or selling.

Feeling it, touching it, living it are three great ways to keep their attention and interest. It also helps to keep things moving without getting into a lot of theory and technical stuff. They’re buying into the sizzle as much as the steak. “Is this fun, will this make me money, can I use it tomorrow, can I win at this, is this practical?” are some of the Orange filters you need to meet in order to keep them in the game, on your team, in the classroom or interested in what you’re selling.