Hire on Purpose

Hire on Purpose

Presented By:

Jeff Ruby

STRONGERGROW

Hire on Purpose

3RedRock Leadership, Tampa Training Center, Tampa, FL, 33614 | (813) 885 5097

RedRockLeadership.com | [email protected]

© 2014 RedRock Leadership, Inc.

STRONGERGROW A Question of Emotions

Humans can, and at times need to, eliminate

emotions from their decision-making.

True or False

Emotions & Decision Making

False

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mailto:[email protected]




The Science of EmotionUnderstanding How the Brain Works

• Rational areas are up in the cortex

• Primitive emotional zone is close to spinal cord

Sensory Cortex

Sensory

ThalamusAmygdala

Long Route

Short Route

Emotional Stimulus Emotional Response

Higher Cortex is disabled when emotions are at a

high level (fear, anger, excitement, love, frustration)

STRONGERGROW






Hire Leaders

Not Laggards or LonersP

ers

eve

ran

ce

Lo

wH

igh

Emotional Intelligence

Synergisticwin/win or

walk away

Defensivewin/lose

Dutifulwin

Circle of Trust

Laggard Loner Leader

STRONGERGROW






5 CompetenciesBe willing to persevere so that you may have the

ability to be emotionally intelligent.

to recognize your influence on others-

to let your intentions match your actions-

to do the right thing for the right reason-

to recognize others’ emotions-

to build positive relationships-

Personal Awareness

Integrity

Internal Motivation

Empathy

Social Skills

ABILITY

to endure despite difficulty or delay- Perseverance

WILLINGNESS

STRONGERGROW






Growth vs. Fixed

Mindset

Fixed Mindset Growth Mindset

Threatened by success of others Finds inspiration in the success of others

Demotivated by obstacles Looks at big picture and seeks solutions

Ignores useful feedback Learns from coaching

Criticizes others Coaches others

Gives up easily Perseveres in the face of adversity

STRONGERGROW






Your highs

& lows

affect your

ability to

regulate

your

behaviors &

emotions.

Page 11 +/-3






“The Why” Drives The “How”

Beh

avio

rs The how of your actions. The ability to interact effectively with people may be the difference between success and failure in your work and personal life. Effective interaction starts with an accurate perception of oneself.

Moti

vat

ors The why of your

actions, which with application and coaching, can tremendously impact your valuing of life. Once you know the motivations that drive your actions, you will immediately be able to understand the causes of conflict.

STRONGERGROW






Dominance (“D” Factor) – How you handle problems and challenges.

Influence (“I” Factor) – How you handle people and influence others.

Steadiness (“S” Factor) – How you handle change and pace yourself.

Compliance (“C” Factor) – How you handle rules and procedures set by others.

The Language of Observable BehaviorKey Points to DISC

STRONGERGROW






The Language of Observable BehaviorKey Points to DISC

• DISC is a behavior assessment NOT “personality test.”

• Is to be used to create win/win relationships, not to manipulate.

• One behavioral style is NOT a better style than another.

• Your behavioral style is the combination of the highs and lows of all four factors.

• Every person has the ability and can adapt to any style.

• Adapting requires increased energy.

• How long a person can adapt is unique and different to each person.

STRONGERGROW






Key Points to DISC Behaviors

Task Oriented

Introvert

People Oriented

Introvert

Task Oriented

Extrovert

People Oriented

Extrovert

The Language of Observable Behavior

Page 24 +/-3

STRONGERGROW






Adapted vs. NaturalBehaviorKey Points to DISC Behaviors

Adapted –

What We Think Others Expect

• Your game face

• Adapted style

• Reaction to present

circumstances

• Conscious behavior

• Most changeable

• Who you are at work

Natural –

Response to Pressure

• Your “gut” reaction

• Natural style

• Reaction based on past

experiences

• Unconscious behavior

• Least changeable

• When you’re stressed

• Who you are at home

STRONGERGROW






DCONDUCTOR

Emotion: Anger

Fear: Being Taken Advantage of

Need: To direct

Looking For: Results

Value to the Team:

• Bottom-line organizer

• Forward-looking

• Challenge-oriented

• Initiates activity

• Innovative

Descriptors:

• Adventuresome

• Authoritative

• Competitive

• Daring

• Decisive

• Direct

• Innovative

• Persistent

• Problem-solver

• Results-oriented

Their Style:

Voice: Strong, confident, fast-paced

Volume: Loudest

Body Language:

• Uses direct eye contact

• Points finger

• Leans to toward you

How Others Must Adjust Their Style:

Voice: Strong, clear, loud, confident,

direct

Pace (Speech & Action): Fast, abrupt

Body Language

• Keep Your Distance

• Strong handshake

• Direct eye contact






IPROMOTER

Emotion: Optimism

Fear: Social rejection

Need: To interact

Looking For: The “experience”

Values to the Team:

• Optimism and enthusiasm

• Creative problem solving

• Motivates others toward goals

• Team play

• Negotiates conflict

Descriptors:

• Charming

• Confident

• Convincing

• Enthusiastic

• Good mixer

• Inspiring

• Open-minded

• Optimistic

• Persuasive

Their Style:

Voice: Animated, friendly, rambling,

explanations

Volume: Fairly loud

Body Language:

• Smiles a lot

• Expressive gestures

Adjust Your Style:

Voice: Enthusiastic, energized, friendly

Pace (Speech & Action):

Fast, non-linear

Body Language

• Get close

• Use touch

• Relaxed






SSUPPORTER

Emotion: Non-emotional

Fear: Loss of security

Need: To serve

Looking For: Security

Values to the Team:

• Dependable team player

• Supports a leader and a cause

• Patient and empathetic

• Logical thinker

• Loyal, long-term relationship

Descriptors:

• Amicable

• Friendly

• Good listener

• Patient

• Predictable

• Sincere

• Stable

• Steady

• Systematic

• Team player

Their Style:

Voice: Low tone, warm

Volume: Soft

Body Language:

• Small hand gestures

• Relaxed,

non-emotional

Adjust Your Style:

Voice: Warm, soft, low volume, steady,

calm


Slow, metered

Body Language

• Relaxed

• Methodical






CANALYZER

Emotion: Fear

Fear: Criticism of work

Need: For procedures

Looking For: Proof and evidence

Values to the Team:

• Maintains high standards

• Conscientious and steady

• Defines, clarifies, gets information and

tests it

• Asks the right questions

• Task-oriented

Descriptors:

• Accurate

• Analytical

• Conscientious

• Courteous

• Diplomatic

• Fact-finder

• High standards

• Mature

• Patient

• Precise

Their Style:

Voice: Little or no modulation, precise,

cool or aloof

Volume: Quiet

Body Language:

• Few hand gestures

• Direct eye contact

• Controlled

Adjust Your Style:

Voice: Controlled, direct, thoughtful, little

modulation


Slow, methodical

Body Language

• Keep your distance

• Firm posture






Theoretical – Uses cognitive ability to understand, discover and process truth.

Utilitarian – Requires a greater return on investment (ROI) with time & money.

Aesthetic – Appreciates an environment where form and harmony are present.

Social – Invests all time & resources into helping others realize potential.

Individualistic – Strives to achieve the highest position with the most power & control.

Traditional – Seeks a system for living for interpreting & understanding life.

What Drives Them?Attitude, Culture, Values, Motivators, “The Why”STRONGER

GROW






Theoretical - Intellectual






Intellectual

• People who value the opportunity to learn,

acquire knowledge and discover truth.

• They will continue researching until all

information is discovered.

• They will gather as much information as

possible before starting a project.

• When confronted with a new challenge they

will focus on gathering information rather

than relying on intuition.






Instinctive• People who value intuition are precise about

what they need to know, focused on utilizing

past experiences and will seek out new

information when necessary.

• They will Google a topic to address a current

situation.

• They are comfortable in situations when they

can rely on past experiences.

• They are comfortable starting a project before

gathering all the necessary information






Utilitarian - Resourceful






Resourceful

• People who are driven to attain practical results,

maximizing both efficiency and rewards for their

investments of time, talent, energy and

resources.

• They are driven to maximize opportunities in

order to create financial flexibility.

• They are energized by building a framework that

maximizes their time and talent invested in a

project.

• Based on their enterprising nature, they are

sensitive to wasting time, resources and/or

opportunities.






Selfless

• People who generously assist others, with

minimal expectation of personal return.

• They will accomplish tasks for the sake of

accomplishment.

• They focus on the greater good versus

their return on investment.

• They value people for who they are

versus what they can provide.






Aesthetic - Harmonious






Harmonious

• People who value and enjoy beauty, the

experience of their surroundings and seek

balance in their lives.

• They will flourish in an environment where they

have the opportunity to create harmony and

balance in their surroundings and relationships.

• They will focus on the totality of a situation to

ensure a rewarding interaction.

• They feel a high level of satisfaction when they

are able to create rapport and tranquility with

others.






Objective

• People who are able to

compartmentalize chaotic situations

and focus on the desired

outcome.They can thrive in an

environment filled with chaos.

• They view everything in pieces, not as

a whole.

• They will focus on the functionality

over harmony of a situation.






Social - Altruistic






Altruistic

• People who desire to help others by giving

generously of their time, talent and

resources with no expectation of personal

return.

• They have the ability to instinctively notice

and respond to people in need.

• They believe people should have the

opportunity to be the best they can be.

• They may sacrifice personal gain in a

situation if the outcome is detrimental to

others.






Intentional

• People who assist others for a specific

purpose, not just for the sake of helping.

• They see the world as a toolset to

accomplish their goals.

• They see the importance of keeping

emotions out of business decisions.

• They will help develop an individual if

they see opportunities for future return.






Individualistic - Commanding






Commanding• People who value status and recognition

and assert control over their freedom and

destiny.

• When they feel strongly about a situation,

they will apply the "end justifies the

means" concept.

• They will work long and hard to advance

their position.

• They are passionate about creating

something that leads to an enduring

legacy.






Collaborative

• People who feel comfortable in a

supporting role and perform without the

need for recognition.

• They focus on the greater good versus

advancing their position.

• They like to be behind the scenes and get

things done.

• They can set aside their own agenda for

the good of the company.






Traditional - Structured






Structured

• People who value a traditional approach,

proven methods and a defined system for

living.

• When they believe in a cause they will

work diligently to advance it.

• They place a high value on following and

implementing systems.

• They will foster and protect their principles

and beliefs to ensure consistency

throughout the organization.






Receptive• People who are open to new ideas,

methods and opportunities that fall

outside a defined system for living.

• They are always looking for new ways to

accomplish routine tasks.

• They like to set their own plan to guide

and direct their actions.

• They are creative when interpreting

systems and will adopt aspects of them if

they see a benefit.






Driving Forces Wheel



Driving Forces Graphs



STRONGERGROW

RedRock Leadership looks forward to helping your team Grow Stronger.

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Hire on Purpose