| Sometimes in a seminar I will make an | | | | The second reason that someone is in the wrong |
| observation about a company or person and | | | | position is that their Behavioral Style and their |
| suddenly it is like the flood gates open! Everybody | | | | natural strengths do not match their present |
| in the room is aware that a particular person is in | | | | position. |
| the wrong position and by me opening up that | | | | Again, this is sometimes very obvious to people |
| door all of the pent up frustration, anger and fear | | | | who work in the company, but no one speaks up |
| is suddenly released. | | | | or the managers and owners do not want to |
| As we evaluate our team, we need to constantly | | | | "rock the boat." |
| balance the need for results with the need to | | | | The best way to address this is to 1st determine |
| have a happy team. In our evaluation phase we | | | | which behavioral style you are or your employees |
| would check to make sure that each person's | | | | are and then match them to the correct position. |
| skills and behavioral style fit the position we are | | | | If you are an open and outgoing person, you |
| asking them to fill. | | | | might be better suited for the Customer Service |
| So what causes a person to be in the wrong | | | | or Sales in your organization. |
| position? | | | | Maybe you are more direct and assertive. |
| They have a certain skill set that works best in | | | | Perhaps you would find life much easier in say |
| certain situations at certain times. The "Certain | | | | Production or Project Management. |
| Rule." Oh sure, they can do the job, but the | | | | Possibly you are the "personal type," warm and |
| overall task suffers as skill sets that apply only to | | | | friendly but a little less direct. You may find |
| certain situations do not apply to all aspects of | | | | happiness in the Human Resources or the |
| the job. And it is this small percentage of poor | | | | Executive Secretary areas. |
| results that stink up the joint (so to speak). | | | | And if you are self contained and indirect in your |
| It's like having them in a glass cabinet that says | | | | style you might be best in a task oriented area of |
| "Break In Case Of Crisis." | | | | your company like IT or Accounting. |
| Problem is, that person is in the wrong cabinet. | | | | As managers and owners we sometimes feel |
| Never mind that in "certain situations" this person | | | | that the "Company's needs" outweigh all, and they |
| is like pure gold. The result: The overall task and | | | | do, until you start putting personnel in positions |
| company suffers as the person struggles to do a | | | | they are not best in, with the thought that "they'll |
| good job, work with other employees and | | | | get used to it" or "they'll have to adapt. Then the |
| achieve goals. | | | | company's needs are not being met, are they? |
| The Cure: Train them in a new skill set, minimize | | | | If you are paying a person to do the entire job, |
| the impact of the other tasks associated with the | | | | and they are not matched properly, are they |
| job, change the overall position to focus on their | | | | doing the entire job? Well? I think not. |
| strengths or hire an assistant to help with tasks | | | | No human being can be forced to change or go |
| that are not getting done. | | | | against their natural grain. |
| You can also remove that person from that | | | | Ever been in a relationship and waited for the |
| position to one of equal value with a different set | | | | other person to change because they would "if |
| of tasks that utilize the natural strengths of that | | | | you loved me." Still waiting, aren't you? |
| person. | | | | A fool's hope is waiting for someone to change |
| You can let them go and replace them with the | | | | because they ought to. |
| right person. (With "letting them go" the worst | | | | Are you betting your companies fortune on a |
| choice by far) | | | | fools hope? |