Extra Points: Quantitative Value

Dan Weedin Unleashed-40I’m a fan of the National Football League Draft, having watched it over the past 35 years it’s been televised. I’m fascinated by the process teams take in determining whom to “hire” and place the future success of their respective teams on. Some organizations are clearly better than others, even though the format is to help the bad teams.

The draft was held last week, and as always I watched a fair amount of it. The experts and gurus waxed poetic about the efficacy of team selections, often citing gobs of quantitative data. Football, like other sports, is heavy on quantitative physical metrics (speed, arm length, vertical jump, etc.) and quantitative performance metrics (yards per carry, touchdown passes thrown, tackles behind the line of scrimmage, etc.) One thing that often gets missed by the “experts” is the high value that needs to be placed on the qualitative human metric. For example: What’s this guy like? Is he competitive? Will he make a good teammate? What’s his motivation? Do we actually like him as a person?

While all teams utilize quantitative metrics, many of the successful ones will weight the value of the qualitative metrics to make sure a young man will actually fit well in the culture of the team.

Think about your “team.”

When you are seeking to hire people, how many great employees never make it to an interview because the quantitative metrics kicked them out before they had a chance? How much value is placed on what was studied in college versus the quality of character and personality of the individual? How are you measuring competitiveness, empathy, and teamwork in your future – AND current – employees?

If you’re building a team as an organizational leader, what qualitative measures are you using to find the best people to carry the football for you?

Bonus: If you’re not in charge of employees in your organization, you can still always ask the question, “If I were in charge of building this team, would I be on it?”

Numbers are only one factor in creating a strong company culture; make sure that you always remember to keep the qualitative human element a factor for your team.


Quote of the Week:

“One way to get the most out of life is to look upon it as an adventure.”

~ William Feather (20th century American author)

© 2018 Toro Consulting, Inc. All Rights Reserved

The key to personal and professional improvement is accountability. My mentoring and coaching program has availability. Contact me at dan@danweedin.com or (360) 271-1592 to apply.

Extra Points: The Future of Work

Dan Weedin Unleashed-40The concept of “work” is changing.

In the not too distant future, if a robot (or other artificial intelligence) can do it, they will. Who would have thought that cars could parallel park without a driver’s hands on the wheel? As we all know, self-driving cars are being developed now. Robots are frequently seen in operating rooms performing delicate surgeries much more effectively than human doctors.

Employers will be able to use AI to reduce uncertainty, lower workers compensation and other operational costs, improve efficiency, and get to market quicker (to name just a few).

That’s bad news for employees that are “transactional” in output value. Those employees that do repetitive physical tasks; who are part of an assembly line; who don’t require specific and skills training to do their work.

It’s good news for employees that become indispensable for their ability to strategize, communicate, innovate, and influence others. It’s ideal for those that create and deliver solutions; who are able to form important alliances and relationships; that strive to think outside the box; and that are able to be nimble and seize on opportunities for themselves and their employers.

In this country, there’s been too much emphasis in public schools on teaching to the “middle” in an effort to leave no one behind. There’s an emphasis on being “employed” rather than on also developing young entrepreneurs. I’ve met many an entrepreneur in my career that were students that played on the edges and didn’t always conform to the normative. That’s how they forged their way.

The future of “work” requires not only academic training, but also leadership and talent development to become valuable to employers (and perhaps become one themselves) of any size or industry. If you have young people in your life, encourage them to be innovative and bold; to challenge assumptions; and to drive their own destiny. Because the future of “work” is upon us, and the smartest and most savvy will be leading the field with the robots carrying their bags.

Does your company need  innovative and new strategies to grow and prosper? Call or email me to get your Unleashed® Balance Sheet. They are free to complete and send to me for a no obligation perspective.  (360) 271-1592 or dan@danweedin.com

Quote of the Week:

Organization doesn’t really accomplish anything.  Plans don’t accomplish anything, either.  Theories of management don’t much matter.  Endeavors succeed or fail because of the people involved.  Only by attracting the best people will you accomplish great deeds.”

~ General Colin Powell, USA (Retired)

© 2017 Toro Consulting, Inc. All Rights Reserved

Welcome Jenny Foster to my Team

Jenny Foster professional photoIt is with great pleasure that I announce that Jenny Foster (formerly Hoskins) has joined my Toro Consulting, Inc. team. Jenny is an expert in the fields of Human Resources and Employee Benefits. She is a great addition to my practice because she brings valuable knowledge and can be a business asset for you as well.

I’ve been asked more times than I can count over the past year to offer guidance on medical insurance. Even though I was was once able to help, today the intricacies of health care coverage and the related legislative volatility requires an expert who can stay current on issues that impact you. When the opportunity to work with one of the premier experts came up, I jumped on it.

Jenny helps business owners make the best possible decisions regarding their medical insurance to save money, stay out of compliance trouble, and ultimately help your employees understand and value their benefits. Jenny brings 20 years of extensive Human Resources experience to the table to help you maximize employee performance, and she can assist you with the entire employee life cycle from recruitment to exit interview. Her focus lies in reducing unnecessary employee drama, ensuring compliant hiring processes, and helping you retain your most valuable employees.

As we head into open enrollment and decision-making time for medical plans, Jenny can produce remarkable results for you and your company. If you’d like to learn more about how you can benefit from her “smarts,” let’s coordinate a time for you to talk with her.

An initial conversation is risk free with no obligation. You can contact me directly, or if you prefer, call Jenny at (360) 621-1981or email her to schedule a meeting.

Download Jenny’s Full Bio

© 2015 Toro Consulting, Inc. All rights reserved

How to improve your negotiations skills in business

Do you negotiate in your job? 

I was recently quoted in an article for the Society for Human Resource Management (SHRM) web magazine on why sound presentation skills are so important for negotiating.

(Note – you must be a member to read the article.  If you’re in the Human Resources business, you should consider becoming a member)

“The opportunity to perform and deliver in front of a group is the best way to prepare for being in a negotiation.”  Basically, the more you can practice your craft, even in a Toastmasters forum, the more confident and prepared you will be when it comes down to crunch time in negotiations. 

The article is written by Lin Grensing-Pophal, SPHR, who is a Wisconsin-based business journalist with HR consulting experience in employee communication, training and management issues. She is the author of Human Resource Essentials: Your Guide to Starting and Running the HR Function (SHRM, 2002).

Cheers,

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