Quick Start Leadership by Larry L. Craft
By Larry L. Craft
What a very good locate! Quickstart management is laid out good and intensely effortless to learn. in exactly less than 7 hours i used to be capable of end the ebook, hide to hide. the fabric was once very fascinating and stored me nodding alongside. every thing pointed out during this publication has occurred to me or to anyone i do know. Dr. Craft relatively has a radical figuring out of the "real world".
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Extra info for Quick Start Leadership
Sample text
First, and most important, you aren’t going to save time. When you hire an incompatible employee or one who lacks the motivation or self-discipline, you’ll spend much more time training, motivating, or holding the new employee accountable than you would have spent following a longer, but efficiently structured, selection process. Secondly, if you don’t follow a structured process, you can bet your bottom dollar that someday you’ll be spending a few weeks of your precious time attending EEOC hearings on some discrimination charge.
2. Will your Leadership Style be able to work with his or her personality type that may be quite incompatible with your own? 3. Will your corporate culture allow your new employee the time it takes to compensate for these incompatibilities? No matter how you respond to these questions, you’ll want to gently push your candidates away at this time without telling them the results or how you feel about their chances. Remember that highly motivated candidates want to “win” the position and will disrespect you if you “come on too strong” without going through a formal and objective selection process.
The “Can Do” factors include “core competency” skills, knowledge, and experience. 4. The “Will Do” factors include the Basic Eight personality traits that measure drive/motivation. 5. The “Follow-through” factors include persistence, work ethic, self-discipline, reliability, and integrity. 6. Once you formalize the job description, make sure you define your own Leadership Style (Warmer, Stormer, Normer or Performer) to hire employees who are compatible to that Style. 7. The best recruiting and selection method balances selling the position with selecting the most qualified applicant.