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Individual or Team

Individual or Team

person’s working style: Everyone has his own strategy for work. Some people are not happy unless they’re independent. They have great difficulty working closely with other people and can’t work well under a great deal of supervision. They have to run their own show. Others function best as part of a group. We call their strategy cooperative one. They want to share responsibility for any task they take on. Still have a proximity strategy, which is somewhere in between. They prefer to work with other people while maintaining sole responsibility for a task. They are in charge but not alone.

If you want to get the most out of your employees, or your children, or those supervise, figure out their work strategies, the ways in which they’re most effective. Sometimes you’ll find an employee who is brilliant but a pain in the neck. He always has to do things his way. Now he just might not be cut to be an employee. He may be the kind of person who has to run his own business, and sooner or later he probably will if you do not provide an avenue of expression. If you have a valuable employee like this, you should try to find a way to maximize his / her talents and give him / her as much autonomy as possible. If you make him a part of a team, he’ll drive everyone crazy. But if you give him as much independence as possible, he can prove invaluable. That is what the new concepts of entrepreneurship are all about.

You’ve heard of the Peter Principle, the idea that all people are promoted to the level of their incompetence. One reason this happens is that employers are often insensitive to their employees’ work strategies. There are people who work best in a cooperative setting. They thrive on a large amount of feedback and human interaction. Would you reward their good work by putting them in charge of some new autonomous venture? Not if you want to make use of their best talents. That doesn’t mean you have to keep a person at the same level. But it does mean you should give promotions and new work experiences that utilizes a person’s best talents, not his worst ones.

Likewise, many people with proximity strategies want to be part of a team but need to do their own work alone. In any structure there are jobs that nurture all three strategies. They key is to have the acuity to know how people work best and then find a task they thrive in.

Here’s an exercise to do today. After reading this article, practice eliciting people’s metaprograms. Ask them: What do you want in a relationship (or house or car or career)? How do you know when you have been successful at something? What is the relationship between what you are doing this month and what you did last month? How often does someone have to demonstrate something to you before you are convinced it’s true? Tell me about a favorite work experience and why it was important to you.

Does the person pay attention to you while you are asking these questions? Is he interested in your response, or is he occupied elsewhere? These are only a few of the questions you can ask to successfully elicit. If you don’t get the information you need, rephrase the question until you do.

Think of almost any communication problem you have, and you’ll probably find that understanding the person will help you adjust communication so that the problem disappears. Think of a frustration in your life someone you love who doesn’t feel loved, someone you work for who manages to rub the wrong way, or someone you’ve tried to help who hasn’t responded. What you need to do is identify the operating metaprogram, identify what you are doing, and identify what the other person is doing. For example, suppose you need verification only once that you have a loving relationship, and your partner needs it consistently. Or you put together a proposal that shows how things are alike, and your supervisor only wants to hear about the ways they’re different. Or you try to warm someone about something he needs to avoid, and he’s only interested in hearing about something he wants to go after.

Sales Productivity Checklist

SALES PRODUCTIVITY CHECKLIST

Territory/Strategic Planning
(First Things First)

1. Where Are My Key Accounts & What Is Their Growth/Profitability Outlook?
2. What Are My Sales & Margin Objectives For All My Core Accounts?
3. What Outcomes Must I Make Happen By When To Meet My Account & Territory Objectives?
4. Who Are My Competitors & How Do We Stack Up In Terms Of Exclusives & Better Thans?
5. What Sales Tools, Joint Call Support, Authority & Pricing Input Do I Need & How Do I Set It Up?
Prospecting
(Facts To Find)
1. Do They Need My Product Or Service & Do They Have The Resources To Pay?
2. Are They Happy With Their Current Supplier?
3. Who Is The Decision Maker & Who Are The Influencers?
4. What Do They Do And How Do They Do It?
5. When & How Do They Make Buying Decisions?
6. Who Are My Established Competitors & What Are My "Better Thans" and "Exclusives."
7. Have I Learned Enough And Told Them Enough To Ask For A Second Call And To Effectively Sell During It?
Call Planning
(Need To Know)
1. What Was My Last Call Objective?
2. What Did I Learn And What Did I Promise During The Last Call In This Account?
3. Have I Learned Anything Since My Last Call That Could Be Important To A Key Contact?
4. What Is My Objective(s) For This Call?
5. What Probes Can I Ask That Are Likely To Reveal Information I Need?
6. Is There Anything/Anyone I Should Bring To The Call?
7. Is There Anyone Else From The Client Company Who Should Attend?
8. What Are My Key Contact's Call Objectives?
9. Are There Any Objections I Can Anticipate?
10. Where Is The Best Place To Have This Call (Client's Office, Lunch, Dinner, Etc.)?
11. What Time Of Day & Length Of Call Is Best?
During The Call
(Things To Do)
1. Adapt To The Client's Style & Stay Focused.
2. Let The Client Know Why I'm There.
3. Do Less Talking Than The Client.
4. Ask My Probes & Follow Up As Needed.
5. Actively Listen For Main & Supporting Points.
6. Restate & Confirm The Client's Key Points.
7. Find Ways To Develop Relationships.
8. Connect Customer Needs To The Ways I Can Add Value To An Ongoing Business Relationship.
9. Close (On A Next Meeting, A Deal, Something).
After The Call
(Follow Thru)
1. Write Notes Or A Call Report (Objective, Analysis, Next Actions & Recommendations).
2. Follow Up & Follow Thru Directly With My Management & Others As Needed.
3. Do What I've promised.
4. Think About How To Develop The Account.

Telephonic Interviews

There are three basic types of telephone interviews:

1. You initiate a call to the Hiring Manager and he or she is interested in your background. The call from that point forward is an interview.
2. A company calls you based upon a previous contact. You will likely be unprepared for the call, but it is still an interview.
3. You have a pre-set time with a company representative to speak further on the phone.

Here are some phone interview tips to help you:

1. Be Prepared

For preparing the phone interview, there are several things you can do. To prepare for the phone interview you can consider the following points:

* You can keep all of your employer research materials within easy reach of the phone.
* You can tape your resume to a wall near the phone. It will help a lot during the call and will be a constant reminder for your job search.
* Have a notepad handy to take notes.

If the phone interview will occur at a set time, Following are some additional points you have to consider:

* Turn off call waiting on your phone.
* Place a "Do Not Disturb" note on your door.
* Warm up your voice while waiting for the call.
* Have a glass of water handy, so that you will not have a chance to take a break during the call.
* Turn off your stereo, TV, and any other potential distraction.

2. Do not be afraid to pick up the phone

The first step in the hiring process is the telephone interview. It may happen that when you pick up the phone, the call may be from any company. Then that time ask the recruiter to repeat his or her name. Verify the spelling and write it down. Use the recruiter's name in your response.

If there is really any problem for you to talk, then ask for a telephone number and a convenient time to call back. You are now ready to make a good impression during your first five minutes.

The phone interview tips will help you master the phone interview and get you to the next step - the face to face interview. So do not afraid to pick the phone.

3. Be a good listener

During telephonic interview, you must keep in mind that you must be a good listener.

Avoid interrupting and let the recruiter complete his thought or question before you respond. Ask for clarification. Use open-ended questions. The more information you can gather, the better you can respond. We must know the fact that good listener is the best quality

Seven reasons why people fail in interviews

Success does not always come at the first attempt. This applies to interviews also. It takes some time for people to understand and perform well during the interview. But, often one can see candidates complaining that they got rejected despite having done well.

There are many reasons, why a person fails in an interview, but let us see some of the common ones.

Lack of preparation

Of all the reasons, this is the foremost one. It includes carrying improper CV, inappropriate dress code, completely unaware of interview questions and positive answers etc. By improper CV I mean, a CV which is not aligned well, or handwritten.

Walking into interview room in casual wear is also one of the key reasons for people to get rejected.

Casualness

Let us cross the bridge when it comes' does not apply to interviews. One needs to be geared up 100 per cent before the interview.

I have seen few candidates saying 'I will learn everything by experience. I am confident that by 'Law of average, if I attend 10 interviews, I will crack at least one'.

This attitude could prove lucky for few initially, but not for everyone at all times. The interview preparation should be given due respect it deserves.

Failing to understand the job role

This is a typical problem with a few of the candidates. They are completely unaware of what the job requires one to do.

If a person does not understand his/ her role properly, he cannot justify his suitability for the job.

If you are going through a consultant or got an interview call from the company directly, get the job description completely. In the event of responding to walk-in ads in newspaper, if you are not sure about the job description, spend some time on the Internet to know about your role.

Lack of skills

I am sure most of you would have read reports published by NASSCOM, HR experts & corporate professionals that more than 70 per cent of the candidates lack in employability skills.

A good qualification alone is not sufficient, but host of other skills such as good communications, interpersonal skills, analytical abilities, personality etc. are also vital.

Unfortunately most of the candidates realize this very late

No proper focus

During the interview, some candidates lose out, because they are not able to convince the employer about their interest in the position applied for. If you are applying for a job in marketing, stay focused on it.

Some candidates even put fields of interest as marketing, administration and accounts. Therefore, in the event of you being open to any career, prepare different types of CVs for different fields

Lack of subject knowledge

Irrespective of you being a fresher or an experienced professional, revisit your subject before going for the interview.

There are many chances that you will be asked questions from your subject, more particularly, if you are applying for a career related to the course you studied.

Lack of confidence

When the candidate uses too many negative words such as, 'I am not sure', 'May be I can', etc., it does portray lack of confidence to the employer.

The negative gestures or negative body language plays spoilsport in your selection. Instead use words such as 'Surely', 'I can do it', 'It's challenging but I can do it' etc.