The selection of key executives is crucial to corporate performance. The cost of failure is substantial.
Facilitated by Stephen Moulton for up to six key executives, this three-hour workshop and afternoon of coaching will expand and reinforce the principles of The CEO’s Advantage. Each participant will learn how to implement each of the Seven Keys that can make a profound difference in his or her hiring decisions.
Why take the time?
In a study, conducted by Hunter, Schmidt, and Judiesch, published in the Journal of Applied Psychology, researchers broke jobs into three groups: low, medium, and high complexity work.
The low complexity workers are often referred to by the media as burger flippers. Yet the top 10% were 3 times as productive as the bottom 10%. And the top 10% were twice as productive as the average workers.
In the medium complexity group, comprised of technical to low level professionals, the top 10% were 12 times as productive as the bottom 10%
The top group—which we will call doctors, lawyers and Indian chiefs—were all leaders, programmers, and sales people. The bottom 10% of this group were a minus number, in other words they lost money for the organization and the top 10% were a very high positive number 227. We cannot mathematically do a ratio between a minus and plus number, but if we move the minus number to zero, the difference in productivity would be mathematically infinite.
The difference in productivity cannot be attributed to the technical skills people have but, rather, to the behavioral competencies and work habits people bring to the job.
The study also demonstrated that the higher you go in an organization, the more important it is to select the right people.
Many executives will admit that over the course of their careers, they have made great selection decisions, some okay but disappointing decisions, and a bad selection decision or two. The challenge to consistently make great selection decisions.
Is it important for you to have outstanding team members in key positions?
An Example
A number of years ago a new CEO took over the leadership of a fairly new 94 bed hospital that had just achieved break even and was poised for growth. Within one year, the hospital lost over 2.6 million dollars. Why? It was attributed to the behavior and leadership style of the CEO.
What behaviors? Things such as: withholding employee raises while his office was completely and lavishly remodeled; varying his work hours and calling impromptu staff meetings before and after hours, forcing executive staff to be at work extra early and stay late just to be sure they were there for the meetings, and; using an iron fist style that froze employee willingness to deviate from standard operating procedures in ways that might enhance the patient experience.
The Process
The process of making a senior appointment, whether you are recruiting internally or from outside the organization, provides an opportunity for the chief executive and the executive team, or the chair and members of the board, to take the time necessary to clearly and objectively define accountabilities, expectations, and criteria for success.
The following steps can be adjusted to meet the unique needs of the hospital or hospital system.
Step 1: The selection team joins Stephen of Action Insight for a 60-90 minute online meeting to rate 96 behaviors to identify the top eight (8-10) competencies essential for success. An additional 6 essential technical expectations are also identified.
The selection team then works with Action Insight to create an interview strategy.
Step 2: Action Insight creates a structured interview with competency definitions, rating guides, and past event interview questions for each competency. The selection team participates in the selection of the interview questions.
Step 3: The selection team works with their recruiter to identify 3 potential candidates and coordinates an interview date with the candidate and Action Insight.
Step 4: The selection coaching process is scheduled on the day of the first interview. The process starts in the morning with a 3-4 hour process briefing and skill development session.
Step 5: The first candidate is interviewed by the selection team with Stephen providing coaching and support through the interview as an active participant and coach.
Step 6: The selection team meets with Stephen to rate the candidate responses and suitability for the position.
Step 7: the selection team schedules additional interviews and arranges for Stephen to review and rate candidate level of competence and fit via telephone conference call.
Step 8: Interview ratings for each qualified candidate are reviewed and a hiring decision is made via telephone conference call.
If you are facing the challenge of replacing a key player and want to ensure you have the best information from each candidate to make a hiring decision, give us a call at 303-439-2001 or 866-439-2001.
P.S.- the investment for this process as described is only $6,500.00—affordable insurance to get a solid picture and keep candidates honest.
To schedule a time to talk about your unique needs, contact Stephen Moulton at 303-439-2001 or 866-439-2001 or click here to e-mail.
Call (303) 439-2001 or Toll Free (866) 439-2001
Action Insight, Inc. 430 Columbine Avenue, Broomfield, Colorado 80020
© 1997-2009 Action Insight, Inc.
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