Welcome to Perfomance Development Strategies.



We partner with our clients to help them determine where they want to go and what results they want to achieve.  Then we help you develop the action plan to make it happen.  We help our clients develop and manage strategic, cultural, and structural changes within their organizations. By working together, we can provide personalized processes and support materials that help turn goals into reality. We help organizations align their plan, people, and systems in order to gain a competitive edge.
We facilitate and coordinate programs to develop your company's human capital, focusing on attitude development, human relations, skill development, and goal setting.

 

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Customer Service and Customer Loyalty


The mastery of customer service can mean the difference between success and failure. The corporate trend of raising customer service is a business necessity. Customers are more willing to forgive a product failure than a service failure by a ratio of 5 to 1. If customer retention is important, then improving customer service must be the tactic. Unfortunately in many companies, the customer has become a low priority. When people are not treated according to their expectation, they will take their business elsewhere. What’s more, they relay their bad experience to ten or more other people. The question then becomes not whether to improve your companies service standard, but how?

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What is
coaching? Is it right for you?

Have you ever felt like you are navigating through your professional life alone? If you are like most executives and small business owners the answer is yes. In a corporation, the higher up the ladder you go the harder it is to find someone to discuss dreams, goals, actions, and success strategy. This is also true of the small business owner. Having a coach is like having a needed connection that cannot be made with others. For example:

Your spouse may listen but the dynamics of marriage relationship may cloud perspective and objectivity.

Your friends want to be helpful but they don’t have the training to identify real issues and they don’t have the time commitment.

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DON’T PLACE TOO MUCH EMPHASIS ON EXPERIENCE

Posted by on in Hiring and Selection
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Don’t make a hiring decision based on a great resume. First of all, the resume is the applicant’s puff piece and secondly, it tells what was done in the past. You are hiring for the future. This is different than saying that knowledge of the job and the requisite skills and knowledge are not important. They certainly are. Of course, you want the right person for the right job. However, looking primarily for experience will produce disappointing results.

Here is what I have observed. Those running the business believe that their industry is different from others, so unique that the primary requirement is experience. Because of that mindset I have seen many bad candidates hired and many qualified candidates screened out. The hiring manager is using the assumption that as long as the candidate has previous experience in the industry or job that the candidate will be a success in the hiring manager’s job.

I have found that experience in the industry is NOT a predictor of success. In fact, I have seen it become a detriment when people are so ingrained with the past that they are rigid and not looking forward. And this is exactly where businesses and hiring managers are missing great opportunities to differentiate themselves from their competition.

Here is a good example of a job advertisement for the president of a multi-unit restaurant company. The advertisement listed the following qualifications; energetic, forward thinking, creative, high ethical standards, excellent communicator, strategic visionary, good educator, excellent negotiator, decisive, big picture perspective. Now to be honest the ad did request a background in the restaurant or similar industry. But this restaurant has big plans and wants out of the box thinking. Would out of the box thinking help you in your business as well?

Here are five qualities you should consider when selecting an employee:

Confidence – You need to believe in yourself and your ability. You need to have passion for what you are doing. It is also important to have the emotional intelligence and emotional stability to take criticisms and setbacks.

Creativity – If it is important to have empowered and engaged employees then you need to have employees with curiosity and creativity. This quality in employees can help your company become a leader.

Communication Skills – Communication includes written, verbal, non-verbal (body language), good listening and ability to connect by making sure that messages are understood.

Shared Values – Many employment situations fail because the employee does share the company’s values. Make clear your company’s vision, values, and mission.

Empathy (Ability to build relationships) - It is essential for sales but, really, we are all really in the business of influencing others. The ability to build relationships and work as a team is essential to that process.

Nonverbal Communication

You can learn whether a candidate has these qualities though effective interviewing and with the aid of assessment tools. If you are looking for high quality employees why not start thinking out of the box and stop using experience as a primary requirement. You will be pleased with the results.

Would you like to create a culture of accountability in your organization?

Contact us to learn more

or call 914-953-4458.

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Guest Monday, 17 June 2019

Testimonial


Grant has worked with us at MAS to provide expert strategic planning knowledge and direction, effective goal setting and team development. I highly recommend his services to anyone who is looking to grow, organize or even redefine their business growth goals. Marshall that he had the greatest sales increase in 2012 30%

December 6, 2012, ~ Lisa Schmid and Marshall Marinace

 


 

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