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and performance

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Posts Tagged ‘Suze Orman impersonation’

Drive for perfection, yet strive toward excellence?

Blinded by the lightA guy who viewed himself as one of the most laid-back “happy go-lucky” executives in the world asked himself this question upon recuperating in the hospital from an unexpected bypass heart operation. How could the ticker lose its tock now, when it he had survived the early pressures of the infancy days of FEDEX losing $1million a month and  when Colonel Sanders of Kentucky Fried Chicken threatened to go on the Johnny Carson show and blow the new CEO out of the water because he planned to change the formula of the gravy!

Frank shares his reflections in: 


Perfection is being right.

Excellence is willing to be wrong.

Perfection is fear.

Excellence is taking a risk.

Perfection is anger and frustration.

Excellence is powerful.

Perfection is control.

Excellence is spontaneous.

Perfection is judgement.

Excellence is accepting.

Perfection is taking.

Excellence is giving.

Perfection is doubt.

Excellence is confidence.

Perfection is pressure.

Excellence is natural.

Perfection is the destination.

Excellence is the journey.

Written by Frank Maguire 

The original Senior Vice President of Industrial Relations for Federal Express, Frank Maguire is credited by
CEO, Fred Smith, as creating the corporate culture that resulted in FEDEX being named “The Top Corporation of the Decade” by Fortune Magazine.

Risky Business of Hiring-Part 2

British skydiving instructor & BASE Jumper Simon Hepple BASE jumping off a cold war tower Great Britain © Doug Blane
Hiring Method Success

If the problem of NEI “not enough information” gathered by various interview methods produces intermittent results, then what is the solution?  The findings from a 1984 Psychological Bulletin predicted the likelihood of Job Performance Success based on Alternative Hiring Methods. It predicted that an average interviewer just doing interviews and reference checks would most likely hire a good performing employee only 26% of the time!

 The Harvard Business Review cited a career study that shed light on this dilemma.  A group of 360,000 people were studied over a 20 year period in 14 different industries by the PhDs’ Herbert M. and Jeanne Greenburg.  Their findings indicated that “it’s not experience-or college degrees-or other accepted factors…it hinges on the fit of the job”.

 However, if we included the methods of personality testing, abilities testing and interests testing, along with Job Matching, the likelihood of Job Performance Success would increase dramatically to 75% of the time

Major Information

 It seems that the hiring methods of many employers result in NEI…”not enough information”. By adding valid, reliable assessment tools measuring objective information that predict hiring success, we avoid making major decisions with minor information.

 Pre-screening applicants for attitudes of integrity, reliability, work ethic and giving an honest day’s work help eliminate risky, dishonest behaviors. It reduces the temptation of the emotional hire and gives us the security of making informed pre-hire decisions.

 My preferred pre-employment survey tool offers interview questions revealing core beliefs of the applicants. Is it okay to take something if they have the good intention of paying for it later? Answers vary. Others believe they should take credit for something, even when they don’t deserve it.  Armed with appropriate follow-up questions, employers are able to determine if the responses reflect that of their policies and desired employee culture. 

 By utilizing job matching technology and building a Job Match from current successful performers, we noticeably increase our probability of hiring motivated, competent and compatible employees who fit our culture and mimic the successful traits of our best performers. 

 After a year of perfecting their company culture, training and development program, a 300 employee client was introduced to the Job Matching technology assessment. The company culture focused on outstanding customer service and client retention.  The implementation goal was to hire, promote and reassign employees during a time of reorganization and extensive hiring.  Within 9 months of using Job Matching technology, the client received their highest Customer Service Rating spanning a 6 month period.  

Challenge your Hiring System.  Do you feel like NEI or TMI when making that hiring decision?  Remember there are various hiring methods to strengthen the process. Avoid the “risky business” of hiring.  Add the right assessment tools providing you the major information you need to increase your Hiring Success!

"Pat brings her charm, wit and insight into her advisory relationships and shares the same with her audiences. She's got the systems to back up her concepts."

- Frank Maguire FEDEX Senior Founding Executive

John Maxwell


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