Transcript How to Paint a Fence—The Tom Sawyer Management Method

Right question.
Right hire. Right on!
Steven B. McKinney, President
The most important secret behind Harry
Houdini’s extraordinary death-defying
escape was his obsessive advance
preparation.
Example knowledge goals to make the
right hire by:
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Establish rapport
Qualifying the candidate.
Eliminating or differentiating one candidate from
another.
Building credibility.
Example knowledge goals to make the
right hire by:
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Knowledge of previous employers.
Relevance of past work experience.
Identify needs.
Close the deal, make the hire.
Here’s the dirt:
Smart questions result in the right hire.
Dumb questions ………
Here are 8 question success
strategies to get you going:
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Ask the candidate some questions that make him
or her evaluate new information.
Ask questions that qualify his needs.
Ask questions about personal goals and ambitions.
Ask questions about past achievements.
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Ask questions that separate him/her from other
candidates.
Ask questions that make the candidate think
before responding.
Ask questions about improved quality or sales
goals etc.
Write down the answers to questions. This shows
you care and increases your listening skills.
Here are a few examples of good
questions:
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What type of personal development plan do you
have for each of your employees?
Did you reach your sales goals last year? If so,
what is your target for this year?
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How did you achieve your goals? Describe to me
the steps that you took to realize them.
Please describe the most important achievement
in your work history.
Please describe to me your leadership style and
give me a specific example where you have had
demonstrated your particular style.
Ask the right question.
Make the right hire!
It’s magic!
Super Stars: Fact or Fiction
“FACT’S” verses “FICTION”
The letter “F” in “FACT’S”
reminds us of the need for
Super Stars to be fast.
The letter “A” in “FACT’S”
reminds us that
Super Stars are adaptable.
The letter “C” in “FACT’S”
reminds us that
Super Stars possess strong
communications skills.
The letter “T” in “FACT’S”
represents the “tactical” nature
that Super Stars possess.
The MBO process: Implementing a
guided self-appraisal system using
MBO is a four-stage process.
1. Job review and agreement:
2. Development of performance
standards:
3. Guided objective setting:
4. Continuing performance discussions:
The end.