Hire for Attitude -Train for High Performance!

The Search for

Attitude

46% of new hires fail within 18

months

89% because of ATTITUDE

– coachability

– inability to adapt

SKILLS can be taught

But ATTITUDE is a reflection of PERSONALITY

Attitude demonstrates our values

Values define culture

Values aligned = right fit

You can’t train or mentor or

teach culture. People are

either wired to fit in …

… or they’re not. Bonne Siegel, ASE Group

What IS Culture?

A way of life of a group of people behaviours,

beliefs, values and symbols that they accept

passed along by communication and imitation.

What’s ATTITUDE?

A projection of our beliefs / VALUES

Our PERSPECTIVE / outlook

Seen in our BEHAVIOURS

Given the choice

of working short-staffed

or working with someone

with a bad attitude …

High performers always say

“short-staffed”

Identifying VALUES

(Where Attitude Comes From)

Values Blueprint = 4 Primary Values

Values Blueprint is a trademark of Vcademy and is available online through Ashton &

Associates Recruiting. http://www.ashtonassociates.com//values-blueprint/

DESIGNER

(FREEDOM)

• Winning

• Excitement

• New

• SALES / Marketing



NURTURER (CONNECTION)

• Harmony

• Teamwork

• Group

• SERVICE / HR



MEASURER (SAFETY)

• Analysis

• Stability

• Risk Averse

• Engineer/ ACCOUNTANT

• MONEY



IMPROVER

(SIGNIFICANCE)

• Process• Predictability• Rules• SYSTEMS• Project Mgr• PRODUCTION



When personal values align

with organizational values we

feel :

Comfortable

Recognized

Engaged

HOW to

Hire for ATTITUDE

so you can train

for ABILITIES

Step 1 Define Culture

Step 2 Profile High Performers

Step 3 Structure Interviews

Step 1 - Define Your Culture

Refer to Following Handout : Defining Workplace Culture

Workplace Values

Rank 1-5

5=Essent

ial Behaviours - How Values are Demonstrated in the Workplace by High Performers

Belong and connect (Team) Care and concern for others - Unselfish

Shared vision

Voice and recognition Open sharing of ideas and opinions

Collaboration

Significance and position Delegation

Fairness Following through on commitments

Consistency

Open to being held accountable

Learning and challenge Mentoring & Nurturing

Accountability

Choice and autonomy Ownership over work

Flex time

Security and certainty Frequent Feedback

Positive reinforcement

Compensation

Purpose Meaningful work

Customer Satisfaction

Commitment Following through on commitments

Fun Spirit in the workplace

Trusting Autonomy in work and scheduling

Delegation

Sustainable Best Practices

Continuous Improvement

Step 2 –

Profile Your High Performers

Refer to Following Handout : Culture Building Statements of Engaged Employees

: 16 Top Performer Traits

1. At work I know what is expected of me.

1. My opinions seem to count at work.

1. I am provided with the tools, information, and equipment I need to do my

work right.

1. I feel my job is important in helping my company achieve its mission.

1. I have the opportunity at work to do what I do best.

1. I admire my fellow employees for their commitment to quality work.

1. I regularly receive positive recognition or praise for my work.

1. I have very good relations with one or more employees at my work.

1. I feel cared about as a person at work.

1. I hear about my progress from a supervisor every six months.

1. I am encouraged at work in my development.

1. I have opportunities at work to learn and grow.

1.

1.

1.

Culture Building Statements of Engaged Employees

T/F Notes

16 Top Performer Traits Your Employee Notes

1. A strong work ethic coupled with a passion for improvement.

2. Organizational skills - understands time well managed = money

3. High energy that is contagious.

4. Positive outlook - a realistic and not overly confident perspective.

5. Strong sense of accountability - can fess up to the mishaps.

6. Confident – able to put oneself in others’ shoes.

7. Communications - strong, respectful at all levels in the organization.

8. Clean, appropriate dress and demeanor.

9. Integrity in personal, professional and financial

matters.

10. Team worker with substantive workplace relatinoships

11. Perception and foresight to see around corners and anticipate change.

12. Realistic about skills and abilities and those of co-workers.

13. Sees work through to completion.

14. Solution-oriented – analyzes problems from a neutral perspective.

15. Acceptable social media presence.

16. Emotionally mature and intellectually intelligent.

Step 3 - The Interview

Personal Traits of High Performers

Rank 1-5

5=Essential How has this candidate demonstrated them?

Fast learner

Picks things up on the fly, asks questions, knowledge seeker

Collaborative

Relationships, partnering, community, mentoring

Theoretical

Knowledge/ competency in field, ie quality output vs quantity.

Engaged & Passionate

Involvement, personable, team, fun, flexible, positive

Empowered

Productive, decisive, leading, mentoring

Creative

New, innovation, change, ideas, excitement, risk, fun

Reliable

Consistent, stable, dependable, safe, predictable, on time

Loyal

Unconditional devotion to the company / team

Ambitious & Hard-working

Achievement, performance, results, project-oriented

Adaptable/ Flexible

Easy-going, multi-tasking, trouble-shooter

Enthusiastic

Eager, happy, upbeat, service-minded, involved

Problem-Solving

Organized, prioritizing, manuals, systems, processes,

Conscientious

Detail-oriented, thorough, complete, accurate

Balanced Work-Life

Family, health, fitness, well-being, peace

Social

Concern for well-being of community

Independent & Confident

Leading, decisive, front line, works well on own

1. Focus on BEHAVIOURS

2. Structure questions based on BEHAVIOURS

3. Include high performer in interview

4. Test – shadow existing employee

Successful Companies OUT-BEHAVE the Competition

DISCUSSON QUESTIONS

1. What is your vision for your workplace culture?

2. What does that look like?

3. What kind of people/attributes will it take to

build the culture we want in our organization?

4. Are we as rigorous as we need to be in our

recruiting and selection practices?

5. How can we improve the process?

Contact: Barbara Ashton

[email protected]

1-800-432-6893

www.ashtonassociates.com

mailto:[email protected]

Recruiting & HR

Hire for Attitude -Train for High Performance!