Categories
Professional Development

TheCompleteLeader.org

TheCompleteLeader.org

"Whether you are a clerk or the manager of a store, the CEO of a corporation or even the president ...
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Time To Effectiveness (TTE)

I first want to give credit to my colleague, Brent Patmos for introducing me to the concept of Time To ...
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4 Tips to Adding an Assessment to Your Selection Process

Last month I had a client tell me, "I would have never hired someone without meeting them in person...until now." ...
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How to Flatten Your Own Curve During Major Change

We have heard a lot about flattening the curve regarding the COVID-19 pandemic. However, leaders we've worked with have been ...
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“Whether you are a clerk or the manager of a store, the CEO of a corporation or even the president of a country, you will benefit from reading and applying the principles of The Complete Leader.” —Zamzows Superstores, Jim Zamzow

I am excited to announce Lisk Associates has partnered with TheCompleteLeader.org specifically to bridge the gap between “Selecting The Best” and our on-boarding process helping people take it “from their seat to the street”. 

The Challenge:  The Personal Talent Report (TrimetrixHD) we use for selection & on-boarding provides the ranking and scores for 25 personal talents/competencies.  While these personal talents are skills you can develop, the report leaves us hanging with no action items on how-to develop them once in your job.  

TheCompleteLeader.org:  TheCompleteLeader.org is a website full of development resources for anyone from a clerk to a president.   One part of the website is specific to the development of the exact same 25 competencies we use. 

Even though the website is called TheCompleteLeader, don’t let the name fool you. Our program is for anyone who wants to get better at the skills needed for superior performance in their job.

Check out TheCompleteLeader.org here:     TheCompleteLeader.org Competencies

I believe this website brings tremendous supplemental value providing the next step to development after the on-boarding/re-boarding process.  There is no certification needed.    The development action-oriented content is available by subscription only.  


We are offering this as a license facilitated by email address:   

1 email: $199 for 12 months

2-10 emails:  $149 per email for 12 months (small business/department/team)

11-50 emails:  $99 per license for 12 months (medium business/large department/team)

51+ emails:  $79 per license for 12 months (organization-wide)

Pricing includes:  

  • Access to members only area for all 25 competencies
  • Access to the entire TheCompleteLeader.org website – There are over 700 resources available on the site
  • Re-take the skills assessment as often as you like within 12 months to check progress
  • 12 month subscription will start by email authorization not by site license date
  • Lisk Associates will administer your organization’s license “bank” and passwords

Reply back to me and we will set up a site license for your team, department, business, or organization.

Thank you for your partnership with Lisk Associates.  

Categories
Team Building

Time To Effectiveness (TTE)

I first want to give credit to my colleague, Brent Patmos for introducing me to the concept of Time To Effectiveness. When on-boarding a new employee, re-boarding a current employee, building a team, or re-building a team, it’s all about TTE. To decrease your team’s TTE, you have to flatten the curve. In other words, it’s a competitive advantage for you, your team, and your organization the longer your people and teams spend in “Recommitment”.

Let’s look at a couple examples: First, let’s talk about on-boarding a new employee. When on-boarding, TTE represents how long it takes a new employee to provide a positive return to the organization. For new employees, there is lots of “Anticipation”. There’s excitement, anxiety, uncertainty, and energy. They’re not effective yet, because they don’t know what to commit to. They don’t have clarity yet. A new employee may quickly move through “Letting Go”, makes sense as they don’t have already let go of the last job they had and are moving on to something new. For new employees, I like to think of “Appraisal” and “Commitment” vs. “Reappraisal” and “Recommitment” as it is their first experience with both of those. When a new employee reaches commitment, they are focused and effective.

We are seeing a trend in re-boarding current employees and as they navigate the new way to work they are spending more time in “Letting Go” and “Disorientation”. There is confusion, doubt, and maybe even some depression. Current employees need to work through “Letting Go” and “Disorientation” before getting back to “Reappraisal” and “Recommitment”.

I have noticed leaders feel as though they cannot spend any time in “Disorientation” as that would be a sign of a weak leader. I don’t agree with this…I believe a weak leader is not using any tools to help navigate change. Strong leaders are helping themselves and their teams maintain effectiveness.

Let’s look at a second example which I will call “Re-building” by using a sports story. You’re a college sports coach. College sports teams are going back to campus. 75% of your team is returning from last year, but things are going to be different so you must re-build the team. Your team will have more “Anticipation” than usual and you have less time to get your team effective. As coaches, our goal is to get our team to “Recommitment” as quickly as we can while enhancing relationships which we call “Do With RealTime Coaching”.

Every player will experience all five stages of this model. The time they spend in each stage will vary. It is also possible to have a player get to “Recommitment” only to fall back to “Disorientation” or another stage as they lose focus for some reason. Our team will reach maximum effectiveness when we are all at “Reappraisal” and “Recommitment” together. The single best way to get your players to “Commitment/Recommitment” is to show them this 1-page model and ask them how they are feeling about the season and where they are. Take notes with the date, what stage they are in and why they feel that way.

If you are a coach or leader and are serious about TTE of your team, there’s another strong way to shortcut your TTE and that is with our Style Insights Playbook.

Reply back to me on how I could help your team improve your Time To Effectiveness.

4 Tips to Adding an Assessment to Your Selection Process

Last month I had a client tell me, “I would have never hired someone without meeting them in person…until now.” The hiring landscape is changing….again. 6 months ago we were talking about having the lowest unemployment numbers in history. Now, we have 10+% unemployment and it’s not far-fetched to think into today’s working environment a new hire may never see their manager in person.

You can buy anything you want online without touching, feeling, and experiencing it. Some things you know well (like toilet paper) and don’t need to do any virtual research. The bigger the investment, the more research you may do. There are few bigger investments in an organization than people. It’s time to up your game and add an assessment to your selection process. Here are 4 tips to adding an assessment to your selection process.

#1. The assessment must be valid, reliable, and free of adverse impact. Price doesn’t mean a thing if the tool you’re using doesn’t meet this criteria. A good assessment company will have this information readily available. If not, move on. Our assessment partner is TTI Success Insights. We believe they are a leader in the assessment industry.

#2. You must use an assessment that measures more than just behaviors. Using any single-factor tool is like a flip of a coin, especially if it’s behaviors-only. A single-factor tool is not good enough for selection and you would simply be wasting your money.

#3. You have to know what you’re looking for. To do this, you need a job benchmark to determine what traits and talents are needed for superior performance in a specific job. This allows you to hire for fit.

#4. Use an assessment that can be used after the hire. The hiring process makes up less than 5% of an employee’s tenure at your organization. What about the other 95%? I recommend an assessment that can be used for professional development after the hire such as on-boarding, team-building, leadership development, and executive coaching.

At Lisk Associates we want to help you make your next great hire, even if you never meet them face-to-face. Check out our website or reach out to me: Ryan@Liskassociates.com

Categories
Professional Development

How to Flatten Your Own Curve During Major Change

We have heard a lot about flattening the curve regarding the COVID-19 pandemic. However, leaders we’ve worked with have been flattening curves of change for years. While the idea of flattening the curve makes sense, many leaders don’t have the tools to actually make it happen. I have attached a 7-page “1-pager” from Lee Hecht Harrison (a worldwide leader in career transition and executive coaching/development) giving you the tools to help transition changes quicker and more effectively allowing you to recommit and refocus sooner regarding change. The model consists of five phases each individual experiences regarding change:

Anticipation – Knowing or expecting that something is going to happen.

Letting Go – Facing the fact that things are different and letting go of the past.

Disorientation – Things are no longer what they were or how they are going to be.

Reappraisal – Taking a new look at the situation and addressing options.

Recommitment – Reconnecting to a sense of purpose.

Here are three takeaways from my experience working with this change model.

#1. Don’t assume you know where anyone else is on the curve. All a leader has to do is: Bring up the topic of change, show the model with the simple definitions, and ask where each person feels they are right now on the curve.

#2. People will experience some time in all five phases, but the time they spend in each phase will vary depending on the person.

#3. Don’t forget CBAAM!! CBAAM is the acronym on the last page regarding resiliency: Cope-BounceBack-Absorb-Adjust-Maintain

I hope you find this blog simple, practical, and valuable. #PeopleFirst