The Power of Team Building & hiring new employees

1. The Power of Team Building & hiring new employees How to communicate with a new employee in the same way you communicate with your existing employees

2. Communication • Team building is the art of communicating with others • The art of listening to others • The art of using the DISC / Values & TMP tools to enhance communication

3. Communication • 93% of ALL communication is nonverbal: • - 38% is from tone of Voice • - 55% is from demeanor, dress, self-confidence, manners, conduct, temperament, observable personal habits, etc. • 7% is choice of words.

4. Communication • Effective communication is the key to employee productivity • Because we come from different backgrounds and cultures we see the world in a unique way • Each person in this picture has a personal style that requires a communication method that will enhance their performance and over all contribution

5. 2 Sides of a Coin & a Job • Every job requires a set of technical skills • Every job requires a set human skills

6. 2 Sides of a Coin & a Job • The technical skills are described in the job description • The human skills can also be described for the job when it is benchmarked (TMP)

7. 2 Sides of a Coin & a Job • The technical skills a candidate has are described in h/her resume • The human skills a candidate has are described in the TMP assessment reports

8. 2 Sides of a Coin & a Job • The technical skills an employee has are determined by how well h/she performs their job • The human skills an employeehas are determined by the history of how h/she interacts with other employees, listens to others, cares about customers, and how much maintenance they require

9. 4 different people how do you know how to communicate with each of them?

10. Behaviors How people do what the do

11. Dominance(D) – Describes how people respond to problems & challenges.Influence(I) – Describes how people influence others to their point of view.Steadiness(S) – Describes how people respond to the pace of the environment.Compliance(C) – Describes how people respond to rules & regulations set by others.

12. The D Behavior • The “D” is looking for: Results • Emotion: Anger • Quick Observations: Extroverted, task-oriented • Communication: Asks direct questions • Overextension: Impatient • Body Language: Stance -Forward leaning, hand in pocket • Walks: Fast, always going somewhere • Gestures: A lot of hand movement when talking, big gestures • Communication Clue: Doesn’t want others opinions’, only facts

13. The I Behavior • The “I” is looking for: The “Experience” • Emotion: Trust/Optimism • Quick Observations: Extroverted, people-oriented • Communication: Indirect • Overextension: Disorganized/Trusting • Body Language: Stands close, touches people, looking for others to talk with • Walks: Weaves in and out with people • Gestures: Has a lot of hand movement when talking, big gestures • Communications Clue: Talks with hands

14. The S Behavior • The “S” is looking for: Security • Emotion: Non-emotional • Quick Observations: Introverted, task-oriented • Communication: Indirect • Overextension: Possessive • Body Language: Tends to lean back does not make eye contact • Walks: Slow • Gestures: Some hand movement • Communication Clue: Asks few questions, shows very little emotion, don’t play poker with them

15. The C Behavior • The “C” is looking for: Information • Emotion: Fear • Quick Observations: Introverted, task-oriented • Communication: Direct • Overextension: Critical • Body Language: Arms folded, one hand on chin • Walks: A straight line • Gestures: very reserved, little or no gestures • Communication Clue: Asks detailed questions

17. Values – The Why • Values are the product of our life experiences.

18. Values – The Why • Values are the product of our life experiences. • Beliefs (values) modify the use of behavior.

19. Values – The Why • Values are the product of our life experiences. • Beliefs (values) modify the use of behavior. • When we are under pressure we tend to use the emotions of our values.

20. Values – The Why • Values are the product of our life experiences. • Beliefs (values) modify the use of behavior. • When we are under pressure we tend to use the emotions of our values. • Life experiences over a five year period cause a shift in our values (beliefs).

21. Values – The Why • Values are the product of our life experiences. • Beliefs (values) modify the use of behavior. • When we are under pressure we tend to use the emotions of our values. • Life experiences over a five year period cause a shift in our values (beliefs). • A significant emotional event can cause a sudden change in our values.

23. The combination of behaviors and values Behaviors define HOW people do what the do while values define WHY. Behaviors are important but not the most important. Values define why people do what they do when they are under stress. Values modify the use of behaviors which is very important for sales people and all managers

24. The How The Why

25. Talent management plus™ Employee Hiring Program • TMP is the most advanced personal talent screening solution in the market place. 10 years to develop. Its primary function is to identify a match between the job’s needs and the candidates talents. • TMP provides critical information before you start the interviewing process rather than at the end of it.

26. Talent management plus™ Employee Hiring Program • TMP is the most advanced personal talent screening solution in the market place. 10 years to develop. Its primary function is to identify a match between the job’s needs and the candidates talents. • TMP provides critical information before you start the interviewing process rather than at the end of it. • One member said it saved him 50 hours of his time. • 94% of the candidates that were a match for a position and were hired were / are on the job for 2 years or more.

27. Talent management plus™ Employee Hiring Program • TMP is the most advanced personal talent screening solution in the market place. 10 years to develop. Its primary function is to identify a match between the job’s needs and the candidates talents. • TMP provides critical information before you start the interviewing process rather than at the end of it. • One member said it saved him 50 hours of his time. • 94% of the candidates that were a match for a position and were hired were / are on the job for 2 years or more. • The patented benchmarking process identifies what personal talents are need for the job • It produces a set of job focused interview questions • It produces a performance evaluation tool • Free consultant coaching with the hiring manager

28. The Return on Investment of Your Personal Talent Inventory

29. The ROI for knowing the behavioral style and values of others? • People have a preferred: • Way of being communicated with • Way to receiving information • Way to respond to questions • Environment to work in • Way to manage urgency

30. The ROI for using TMP to select new employees is: • You receive information about a candidate that will take 2 to 3 years for you to learn • You receive information about behavior, values, competencies in order of their development and a Acumen report (value of thought) • Acumen defines how the person thinks about solving problems taking risk and much more • You receive performance evaluation service at no fee any time you wish.

31. The ROI for using TMP with Team Building is: • When you hire a new employee h/she’s personal talent is understood by your incumbents • The new hire fits in quicker • Managers are communicating with all employees in the manner each of them understands best • You have the opportunity to receive performance evaluation service for all of your employees at no fee any time you wish.

32. It is critical that Presidents, Owners, and all top management participate in the team building (communication) process