Lee Ellis's Blog, page 244

Training Magazine Article by Lee Ellis on Leadership DNA

New Lee Ellis article published in Training Magazine – “Leadership DNA: How to Use It to Assess Yourself and Employees” – Every person has a unique DNA that guides his or her natural behavioral (personality) strengths and struggles—yes, everyone has both strengths and struggles.

It’s an art and science to lead each person uniquely…please read and share with others!

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Connect with the Heart – An Engage with Honor Coaching Clip from Lee Ellis

In author and leadership consultant, Lee Ellis’ latest book, Engage with Honor, he trains how to “Connect with the Heart” in your personal and professional relationships.

A dogmatic, authoritarian leadership style no longer works in today’s business and work culture. Please watch and share your comments – thank you

 

 

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CEO Netweavers 2017 Executive Symposium

 

What a great time last week with colleagues, friends, and executives at the CEO Netweavers 2017 Executive Symposium. I was able to share thoughts and strategy on “Mining and Refining the Leadership Gold in Millennials”. Thanks to all who participated in this special gathering –

 

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Happy Administrative Professionals Day

Happy Administrative Professionals Day from Lee Ellis and Leading with Honor! We recognize and appreciate your leadership and influence. Keep leading with honor!

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Leading with Honor Wisdom for Today, April 24, 2017

“Choose Character First. To have credibility with your team or organization, choose to do the right thing regardless of the situation.” – Lee Ellis

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Beyond the Resume: 5 Keys to Behaviorally Smart Hiring

By Guest Author Carol Pocklington, Human Behavior Solutions Analyst, DNA Behavior International

Great resumes can be bought. Behaviors can’t be.

The only way to effectively hire and retain candidates is to ensure you not only fit the right skills to the right job but that you also find the right cultural and behavioral style fit for the role and team.

“Validating behavioral intelligence will deepen engagement in each human interaction the candidate will have in the business as part of their performance.” [Tweet This]

A person’s skills will be a moot point if he or she can’t effectively interact with the team and/or customers or if the person is a social butterfly when a task-oriented person is needed. The process of exploring and validating behavioral intelligence should also uncover life and business decision-making patterns as this could determine whether or not a candidate will be a long-term, loyal, and successful hire.

Happy Candidate in the Right Role

Key 1: Alignment of vision and life direction; engaging head, heart, and talent.

Ask questions to discover if the vision and direction the candidate has for his or her life aligns with the vision and direction of the organization. Another important question to investigate is whether the organization can deliver its part to bring a successful outworking of the candidates vision and life direction? If the answer is yes ? then not only will it be a great hire, but likely a long-term relationship. An individual is less likely to consider leaving when he or she is a part of working towards a shared key goal or milestone.

Key 2: Uncover life and decision making patterns.

Understanding how to communicate effectively is the most valuable route to uncovering behaviors, decision making patterns and strengthening engagement. Knowing the communication style of each candidate prior to the hiring interview will enable the interviewing panel to customize their questions to the individual’s communication style.

To be able to effectively uncover life and decision making patterns, it’s important to understand how to communicate and the right questions to ask. Gaining insight into the communication and behavioral style of a candidate will reveal how well the individual/ he or she will fit with colleagues and respond to managers and supervisors.

Key 3: Match behaviors as well as talents to the role–having the skills to do the job isn’t enough.

It is best to keep in mind, however, that having the skills to do the job isn’t enough. People want to work with meaning. Jobseekers will apply for positions they feel match their skills but often the hiring process fails to match both talents and behaviors to the job. Whilst organizations need to secure the talent necessary for the success of the business, matching behaviors as well as talents to roles builds foundational blocks for long-term success.

Key 4: Dont hire yourself.

The trap many hiring panels fall into is assuming that a great exchange between candidate and hiring panel translates to best role fit. To avoid this pitfall, the interview panel needs to understand their own individual and collective behavior, communication and decision-making style in advance. This awareness will enable the panel to adapt their communication and interviewing style to the candidates. It is natural to feel more comfortable with communication that mirrors one’s own style. Conversely, it’s also the case that there could be an adverse response to communication styles that do not align.

Key 5: Be known as a champion organization; one that has candidates lining up to get in. Everyone wants to work for a winner.

Be Known as a Champion Organization

Understand and implement each of these 5 keys and you are more likely to hire effectively and retain top talent. People want to work for an organization that values talent, communicates effectively, and is known not only for its success in business but its inherent ability to know, understand and engage with employees to get the very best out of them/unlock their potential.

“Having a reputation as an organization that delivers their employees vision, in addition to delivering the vision of the business, will attract top talent.” [Tweet This]

Key 1: Alignment of vision and life direction; engaging head, heart, and talent.

Key 2: Uncover life and decision making patterns.

Key 3: Match behaviors as well as talents to the role; having the skills to do the job isnt enough.

Key 4: Dont hire yourself

Key 5: Be known as a champion organization; one that has candidates lining up to get in. Everyone wants to for a winner.

There’s no such thing as the perfect candidate. Look for candidates who can perform at the job with a bit of training and practice but have a communication and behavioral style that best fits with your current team dynamics.

Remember: Great resumes can be bought. Behaviors can’t be.

CP

Confirming Unique Natural Behavior and Communication Style with Leadership Behavior DNA

Leadership Behavior DNA™ is one of the premier assessment services to grow mature, trained leaders in your organization. Many of our clients take the next step and use one or both of the training options below to enhance their objectives – watch Lee Ellis’ brief introduction and download a sample report –

 

About Carol Pocklington

Carol is a member of the research and development team at DNA Behavior International assisting in the development of behavioral products. She has worked with DNA Behavior Founder, Hugh Massie, since 2001 when the Financial DNA understanding concept was conceived. Carol’s DNA Natural Behavior Style is a Facilitator.

 

 

 

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On This Day in Leadership History for April 23, 2017

On this day in leadership history in 1860, the Democratic convention in Charleston SC was divided over slavery. Contrary to popular belief about the South, slavery was not widely accepted by everyone in these states. Many courageous leaders fought for the freedom and rights of African Americans in this region of the country.

What’s the leadership lesson? Seek to gain a full understanding of any challenging situation in your work or business before drawing a conclusion.

1860 Democratic National Convention – Study.com Link

 

 

 

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Insight into Lincoln’s unique leadership balance

Abraham Lincoln has been repeatedly voted as our most popular president, probably because he achieved great results in the face of incredibly difficult circumstances. But did you ever stop to think, how did he do it? What was his secret, and what are the keys to success of the “greatest leaders?”

Feel free to download our complimentary ‘Leadership Balance Case Study’ to about Lincoln’s unique balance as a leader. And then please share your comments here – Thank you!

 

 

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Leading with Honor as Group Training or Book Club – See Inside

Have you read Leading with Honor and want to use the book as group training or book club? Join thousands of groups that are using Leading with Honor Group Training materials.

A Leader Guide and Participant Guide are available to take your group step-by-step through each leadership lesson.

Check it out in the Online Store –

 

 

 

 

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New Lee Ellis Podcast with Gareth Young

In this new podcast with Gareth Young, Lee talks about his life, his service, and his business and offered many rich and wonderful lessons that point leaders towards an authentic, happy and fulfilling life and career.

Be inspired and listen, and please share your comments –

 

 

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