Napoleon Hill the author of Think and Grow Rich states for an individual to be successful, the number one trait they need is enthusiasm, “it drives a positive mind and positive action”. Napoleon describes a number of other additional attributes as crucial for an individual to be deemed as a high performer, and these are:
? Self discipline ? The capacity to work well in a team ? Tack and a pleasant tone of voice ? Objective inductive and deductive reasoning ? A capacity to learn from adversity and defeat ? Creative thinking ? Sound health ? Good financial management ? Good time management ? Having a definite purpose in life. ? Having rapport, empathy, diplomacy, and personal presentation skills ? The capacity to go the extra mile, ie to undertake more than you were originally asked to do ? Having a sense of humour ? Having sincerity ? Being patience
Napolean Hill studied five hundred of America’s most successful people during the first half of the twentieth century, to formulate his views on high performance individuals. If these are the traits needed to be a high performance employee, then how are you vetting your job applicant’s for these traits?
You might say, I don’t need to vet someone for their health or financial management skills, and if I did this how would I do it anyway? Consider this fact, more than 60% of employers stated that work attendance and productivity related directly in proportion to employee personal problems. (1)
The self - rated index measures how you emotionally feel about your circumstances and the impact on your health. Results show that people who are free of disease, symptoms, and risk factors, but who nevertheless rate their own health as "fair or poor, " are likely to die at an earlier age than individuals who rate their health as "good or excellent." (2) You can promote the taking of self – rated assessments for any Napoleon Hill’s attributes for a high performer, as a pre cautionary check for high performance personnel.
I am not suggesting that you become a big brother employer, however I am suggesting, if you want to employ high performance staff, then you need to look for any signs of ill health, poor fiscal management, a poor sense of humour, and a lack of balance and well being.
(1) Sutherland. C (2007) Why 75% of Your Absenteeism Costs Definitely Should NOT be Occurring (2) Anderson N & Anderson E (2003) Emotional Longevity Viking Press, Penguin books USA p 6 David Osborne is a recruitment and performance management expert. http://www.profitablepersonnel.com/freereport/
About the Author:
David Osborne is recognised as the nations leading authority on staff selection. In addition to his hit programme “The 14 Pillars For Finding Great & Profitable Employees Made Simple” he has written dozens of recruitment articles including:
? The 7 Secrets to Spotting Phony Resumes ? The 8 Secrets to Avoiding Negligent Hiring ? The Deadly Impact of the Wrong Question ? How to Spot the Interview Liar
He has also written two other books in the fields of recruitment and performance management.
Companies of all sizes embrace his techniques because they are simple, easy to use and virtually fail proof.
Managers nationwide have praised David’s selection techniques:
“The Most Professional Recruitment process that I have encountered in 20 Years!” Mark Clark Commercial Manager Central Park Management
"I found the recruitment process very thorough, and one that ensured that the right applicant was chosen” John Symington Assistant Center Manager Cockburn Gateway Shopping City,
The Profitable Personnel Recruitment process eliminates a lot of the stress associated with hiring employees for your company. It is a logical, step by step process for recruiting the right people for the right job, every time. Catherine Mayne Theatre Logistics Manager.
David’s innovative recruitment and selection strategies have received critical acclaim from small to billion dollar companies. “ I have techniques that will work for any business, of any size or structure, anywhere, anytime….guaranteed!”.
