Fail Your Way To The Top

Written by John Assaraf


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Who was he?

He was a simple, uneducated, country boy who refused to allow his uncongenial circumstances stop him. He refused to be a victim. He refused to accept failure. He refused to listen to people who told him he was crazy. He refused to stay down when he felt like nothing was going his way.

Simply put, he picked himself up no matter what and kept on going after his dream.

He educated himself and did whatever it took to keep moving inrepparttar direction of his passions.

Who was he? Abraham Lincoln.

If you reflect back on your life, you can find patterns ofrepparttar 104314 times you grewrepparttar 104315 most. Many of those times were probably a result of some kind of previous 'failure,' maybe even a series of them.

Remember: children don't fail when they are learning to walk. They fall down over and over again. It isrepparttar 104316 falling that teaches them and strengthens them.

Each failure is a learning experience. Andrepparttar 104317 faster people pick themselves up, reflect onrepparttar 104318 past occurrence and go again,repparttar 104319 faster they can achieve their goals and dreams.

So with this in mind, chooserepparttar 104320 one thing that may not be going exactly as you wish right now and do one thing to move you closer to achievingrepparttar 104321 result you want. And remember, life is about learning and growing.



~ John Assaraf, aka The Street Kid New York Times & Wall Street Journal Best-Selling Author, Trainer & Entrepreneur http://www.TheStreetKid.com


"The Art of Hiring Smart: Find the Best Person for the Job"

Written by Arthur G. Schoeck


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Still another common error is profiling only your top performers. Unless you profile your bottom performers as well, your information is invalid. If, for instance, your bottom performers scoredrepparttar same as top performers in a certain category, that trait could be an insignificant concern inrepparttar 104313 hiring process. Yet, testing justrepparttar 104314 top performers would narrow your field and decrease your chances of successful job matching. The benchmarking process is intended to improve productivity and performance butrepparttar 104315 opposite can occur if certain variables inrepparttar 104316 environment are not accounted for inrepparttar 104317 ranking process. It will not be an effective benchmark if your top ranking performers are in a "flush" market - that is, where almost anyone could do a good job. Other environmental factors such asrepparttar 104318 consistency of systems and procedures across all employees considered inrepparttar 104319 benchmarking process may also have a powerful influence. If only half of your team is computerized,repparttar 104320 behavioral job description may not berepparttar 104321 same at all. Likewise, communication behaviors appropriate for supporting Sales & Marketing staff is probably quite different from doing that same support work for Auditing. A better method is to have those who work, manage and knowrepparttar 104322 position do an objective behavioral job analysis, starting 'fromrepparttar 104323 beginning' - that is, don't look at current people, but evaluaterepparttar 104324 job itself. Some ofrepparttar 104325 newer tools onrepparttar 104326 market make this exercise convenient (15 to 20 minutes), accurate and inexpensive. Oncerepparttar 104327 ideal behaviors are prioritized,repparttar 104328 job description becomes much easier to define and fulfill. This refinement also acceleratesrepparttar 104329 orientation process, greatly reducing that period of time it takes to "getrepparttar 104330 feel" of a new job. Turnover is reduced, performance is enhanced.



Arthur G. Schoeck is the President & CEO of Data Dome, Inc., located in Atlanta, Georgia. Arthur is a behavioral strategist and communications expert, specializing in style-based behavioral strategy. Over 15,000 executives, managers, and employees have benefited directly from his workshops and seminars. For further information on products and services contact Data Dome, Inc. at www.datadome.com .


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