Marie consistently lost her temper with customers who did not know how to order, had questions or required a second explanation of a product solution. She did not accommodate any changes to how she provided service – no personal touch – all customers were dealt with in the same efficient, but impersonal, manner. As Marie openly said, “I don’t really like people – but I’ll deal with them to get the job done.” Quite a first impression for a customer.

Marie may have been a great person (I’m sure her parents love her), but she is a misfit for this role; the role needed certain consistent behaviors that were not part of her core abilities. Fit didn’t happen.

Time after time I see organizations relying on candidates’ past skills or experience as the exclusive method for hiring. And though there may be mandatory role skill requirements, it is critical to also assess a candidate’s “fit” for the role – what the talents, strengths and passions are to be successful in the role.

Regardless of what our parents may have told us, we are not great at everything. But we are great at some things. When we discover these personal areas of greatness, we then can assess our world – what roles need what we do best – and can find our fit. Fit happens.

I find there are two primary problems in recruiting today’s A-level talent:
1. The organization does not clearly define the core abilities needed to be successful in the role,
2. Job seekers do not know themselves well enough to know their unique talents, strengths and passions.

Hiring managers must better define the required attributes in each role, and state them in their sourcing process. They must also require job seekers to spend time discovering and articulating their unique abilities. Only then can the two sides meet in the middle for a meaningful process committed to finding the right person for the right job. Then, fit happens.

So many of us run our lives like this. In a world that constantly changes, it is critical for all of us to constantly consider reinventing and updating. Sometimes small gradual changes can keep us current; sometimes our changes need to be more significant. This is particularly critical when it comes to the workplace.

In a recent AARP article titled, “Brand New Me,” writer Andrew Reiner reminds us that it is more difficult for older people to get hired – not because they aren’t equally talented and passionate about what work needs to be done – but because their approach to finding work is outdated and disconnected from today’s more social media approaches. They have not reinvented a more current approach to getting connected to those who do the hiring.

I spend much of my time coaching and teaching organizations in how to attract, hire and retain A-level talent. The most striking conversation I generally need to have with all senior and manager levels is that there is no longer a direct correlation between prior work experience and new employee effectiveness and success. Previous experience is a valid consideration, though for most organizations it is the only attribute they assess when considering a new job candidate. Instead, what leads to greater performance and success in today’s intellectual workplace are employees who are intrinsically good at what their jobs require and have some degree of interest in doing them.

As much of today’s workers are now in front of customers instead of hidden behind machines as in the industrial age, today’s employees impact the organization’s brand with every contact – on the phone, on the web and face-to-face. Organizations who have reinvented their hiring process now hire more selectively for talent and fit. They reject the skill and experience resume because its format doesn’t share meaningful hiring information; they now insist on a talent or behavioral-based resume. They host powerful and effective talent-based interviews. They commit to knowing more about their candidates before they consider bringing them into their organization. They know in today’s tight economic times that they must get more done with less, and they expect a greater return on their payroll dollar investment. They have reinvented what they need in each role, how to source it and how to interview for it. Great organizations are always ready to reinvent.

What in your business needs reinvention? What in your business looks like my friend’s living room furniture – outdated, uncomfortable and needing an update? What is the impact to the bottom line of not updating or developing a workplace culture that stays current and is ready to reinvent?

Contact me for help learn how to reinvent your best workforce, and check out more resources at www.LiveFiredUp.com. Please forward this to someone who will benefit from it.

In an earlier blog post, author Seth Godin suggested that we end the annual reviews, big sales meetings and other large events, and instead, move to “frequent cheap communication” – that is, constant meaningful contact.

Let’s see the value of this in the workplace.

Constant contact (communication) with employees provides:
1. A venue for providing feedback to reward exceptional performance and to correct problem performance.
2. A connection to employees’ ideas, social connections and thoughts to drive business opportunities.
3. The ability to relate to employees as people – that critical personal connection that drives loyalty and inspires performance.

Constant contact with customers provides:
1. The venue to ask meaningful questions about service levels, needs, values and expectations.
2. The ability to assess new products, services and ideas before they are fully invested in or initiated.
3. The ability to relate to customers as people – that critical personal connection that inspires loyalty.

Remember that communication is the method to move today’s enormous amounts of information. It is less effective if delayed until a major event. It is most effective in the personal one-on-one connection that happens regularly, clearly and intentionally.

Is it a requirement of your culture to stay connected to your customers?

Is it part of your management and leadership style to stay connected to your employees?

In today’s instant information age, check in on the frequency that you stay in touch. Constantly ask what your employees and customers think. Then get good at listening and using what they tell you.

For more information on connecting to and inspiring employees, check out Fire Up! Your Employees and Smoke Your Competition, and other tools at www.LiveFiredUp.com.

One of my new favorite books is Ariane de BonVoisin’s The First 30 Days. She presents change creates opportunity and we should believe that change will always lead us to something better. With this thought, we don’t fear change; we welcome it. (Check out her book and website).

It is difficult to maintain an optimistic perspective in the face of harsh times. But our resiliency is dependent on our attitude. If we constantly focus on the negative, then that is all we will see (and the medications and time with psychologists will continue). If, instead, we develop the ability to constantly focus on the positive and the opportunities, we will be more upbeat and optimistic and will have the energy and tenacity to survive the down times.

This economy got me down. So to jumpstart myself out my self-imposed death spiral, I listed as many benefits of a recession as I could think of. Click here to see my list. It was easier to write than I thought and it brought me to a better reality. Use the comment section to add your personal “benefits of a recession” – I’ll keep the list going.

Time for Action: How will you stay upbeat and focused on the good? What great things have happened in a down time? How will you use obstacles to become more connected to who you are and the talents you have? You own your life and your attitude. Get out of neutral.

We are almost through all seven steps…today I introduce Step 5.

Find the right job Step 5:
What careers, roles or jobs need what you are great at, passionate about and meet your definition of success? These are opportunities that play to your strengths and activate your passions. These opportunities will allow you to be the most connected and most engaged. This will encourage your greatest energy, performance and impact. You now know yourself well enough to know what are the right jobs for you – the jobs that “fit.” So go ahead and create a list of your “Right” jobs, roles or careers. Consider everything that meets your criteria. You may find that the best job for you does not yet exist and if created would add great value to an organization. Don’t be afraid to invent your ideal job. Be true to yourself – put yourself in a job that will show off what you are great at, and activate your passions.

Two final steps and we’re done. I introduce Step 6 tomorrow. Don’t miss it. And share these with your friends and families who are job hunting…learn a better way of looking for the right job – one that will give you a job you love (and will excel in). For more information see “Stand Out and Get Hired” . Know yourself, what you are great at and what you are passionate about. Then find a job that allows you to use these. That is the “right” job for you.

Catch my interview with Jim Lobaito at BizTalk Radio at www.Biztalkradioshow.com; it overviews Fire Up! Your Employees and Smoke Your Competition, its approach, and how to easily and successfully implement a fired up! attitude in your workplace. See the “For Managers” section in the right column, or go to the Products page for more information. Get your copy today.