PERSONAL ACCOUNTABILITY: A measure of the capacity to be answerable for personal actions. Someone who takes ownership of the situation, admits when they’re wrong and lives in solutions!
Statistically, 50 percent of our population is above average in personal accountability and 50 percent is below average in personal accountability. All businesses should seek to hire employees who are personally accountable.
We find that personal accountability is a requirement in nearly EVERY job/position. This illustrates the importance for all hiring managers to totally evaluate each position as it relates to being personally accountable plus making sure that everyone they interview brings personal accountability skills to the job.
People who are personally accountable will do the things necessary to achieve above average or even superior performance. For example, people who are personally accountable and employed in a career that requires them to achieve a “quota” will keep driving for their number until the bell rings. They won’t make excuses. Instead, they’ll find creative ways to succeed. (Sales people who lack personal accountability will fail unless they have a protected area with repeat customers.)
Here are some great interview questions to help you dig deeper into the amount of personal accountability a candidate will bring to a position:
- Tell me about a time when it was necessary to admit to others that you had made a mistake. How did you handle it?
- Give an example of a situation where others had made an error or mistake and you had to take the blame for their actions. How did you feel about doing that?
- What is the worst business decision you ever made? What made it the worst? Would knowing what you do now have helped you to avoid making that decision?
- Give me an example of a lesson you have learned from making a mistake. What did you do differently going forward?
- Give me an example of someone you know whose personal actions led to disastrous results. How answerable is that person for what happened? What advice would you give to that person?
- What person from history do you most admire for taking the blame for a failure? What did taking the blame do for that person?
Note: Candidates that hem and haw, cannot give you examples of the above, can’t relate a previous experience or always seem to blame their mistakes on someone/something else most likely have a low level of personal accountability.
If you ONLY HIRED people who were personally accountable and your competitors hired people who were not personally accountable, you would own the marketplace!
Ready to begin measuring PERSONAL ACCOUNTABILITY in all of your candidates?
Contact us today and indicate you are interested in learning more about ASSESSMENTS!
I once heard John Maxwell talk about sending ducks to “Eagle School.” He said that no matter how hard you try, as soon as you hand them their “Eagle School Certificate,” they’ll waddle right off the stage, because they’re ducks.
The point is that it’s almost impossible to turn a historical underperformer into an “A Player” “Eagle.” It’s much better to hire “A Player” “Eagles” from the outset. So, at the start of your next recruiting project, be sure to sit down with key stakeholders (hiring manager, HR, someone affected by the position, current top performers, etc.) and decide exactly what your next “A Player” “Eagle” will look like by creating a scorecard/benchmark:
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Clearly define the purpose or reason why the position exists
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Determine 3-5 results/accountabilities you expect from the position
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Identify top skills, behaviors and values necessary for success in the position
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Determine non-negotiables such as years of experience, education, etc.
Once you’ve designed your benchmark, advertise for the position based on your benchmark and then score the candidates you screen and interview against the benchmark until you identify and hire your next “A Player” “Eagle.”
The first step to hiring eagles is to get better at not hiring ducks. But, if a duck should slip in under your radar, I would suggest that once identified, you establish a timeline to coach and mentor them which culminates in either another opportunity to continue growing and improving or results in their dismissal or resignation due to lack of improvement. But then again, maybe you will be the one to turn that duck into an eagle!
Here’s a great movie from SimpleTruths.com that further illustrates the point:
RMi has recently released an eLearning course, Ultimate Hiring…12 Key Strategies to Increase Your Hiring Success!
Finding “Top Talent” “A Players” has always been like finding a needle in the haystack. Today, the haystack is considerably larger and hiring right the first time is even more critical. But, with the right strategies, you can significantly reduce the size of the haystack and ensure you identify those “A Players” who could make a great contribution to your company.
During the 18 minute eLearning, you’ll learn “best practices” that are sure to improve your hiring success. If you are committed to improving the quality of your talent in 2011 and reducing the high cost of mis-hires this course is a must-watch for you and your team!
Sign up for our monthly newsletter and receive COMPLIMENTARY access to our eLearning, Ultimate Hiring…12 Key Strategies to Increase Your Hiring Success!
According to Bill Bonnstetter of TTI, top sales performance can be predicted. “Hiring the right sales people can be as simple as following a recipe,”says Bonnstetter.
Unfortunately, many companies still base hiring decisions solely on a resume, previous experience and references. The success of these hiring efforts are 50/50. While companies that utilize assessments in their hiring process see their hiring results increase to 80/20. Further, recent research suggests that ATTITUDES(which aren’t easily observed, but very identifiable through assessments) far outweigh BEHAVIORS when it comes to distinguishing top salespeople.
According to Bonnstetter’s groundbreaking study, behaviors among top sale performers tend to be spread across the four DISC behavior styles. But with ATTITUDES, the Utilitarian attitude or drive for a return on investment of all time, energy and money, was the top ATTITUDE more than 70% of the time.
TTI Sales Study
If you want your company to thrive instead of just survive, start improving your hiring and sales success through the use of assessments. Call or email us today to learn more!
At RMi, we use a patented job benchmarking process to eliminate the bias-based, myth-based hiring decisions that are typical in most organizations. It’s true today and from this Harvard Business Review report from 1980 it was true back then too…you will increase sales performance results and reduce turnover when you select new team members based on criteria that make a better match between the person and the job. According to the report (in high turnover industries), 39% of job matched hires were in the 1st or 2nd performance quartile after 6 months versus only 12% of those not job matched. Further, turnover was nearly double for the not job matched people. In lower turnover industries, results are even better! Hiring on a job matched basis far outweighs age, sex, race, experience or education.
While error-free hiring is probably a Utopian idea, hiring managers will significantly increase their hiring success by not just posting a general/bland job description, but developing a job description that includes key accountabilities for the position based on a thorough understanding of the functional requirements of the job, the behavioral requirements of the job and the values that will motivate success in the job.
Ready to increase your sales results and hiring success? Call or email us today to learn more about our job benchmarking and assessment processes.
