It’s painful to see a new hire of one of my members not work out.
The cost of getting the person started and trained is significant financially, but even more importantly because of the time and effort and lost opportunity if the person isn’t the right fit for the job.
One of the hardest things for a young entrepreneur to do is fire a friend, and yet not doing so can put the business at risk.
When I first realized what a significant issue this was for my Small Business group members back when I became a chair in 2001, I asked for a show-of-hands: How many of you have been, uh, downsized?
It took a minute, but more than half the folks around the table raised their hand. I asked them each to tell what happened and then how it turned out.
Of course, these were Vistage members. Highly successful people. It turned out just fine, thank-you-very-much. In fact, had they not been fired they would not be where they are today.
I look back on a time in my youth when I SHOULD have been fired. I’m a people-person; high ‘I’ in DISC, a ‘promoter’ in the Lifespring quadrant, and just about every test I’ve ever taken comes to the same conclusion: Don’t put me in a position that requires mastery of details.
And yet, there I was at the age of 24 charged with scheduling a very important person.
I should not have been in the role I was hired to do. But my then boss was too nice and tried to make it work. I was miserable. He was miserable. And way too many things fell through the cracks.
Was I stupid? No. Just a square peg in a round hole.
Did I feel stupid? Oh my, yes.
Would even a simple Myers/Briggs test revealed I was not suited for such a task? Yes.
There are a number of Vistage speakers who offer employee testing tools. I’ve learned about the Praendex Index, DISC, and the CPQ. They all have merit. Bottom line: pick one and administer it to prospective job candidates.
Here are links to resources I’ve met through Vistage who I highly recommend:
John Asher, specializing in a testing tool for sales and sales management positions. I have members who swear by this method for sales positions. Says client Brett Pyle; “His CPQ Assessment is simple to use, value-priced and most importantly the single best predictor of sales performance I, or the CEO’s I serve, have encountered. One of my associates administered the CPQ to his entire sales department. The results? His top performing sales associate scored highest on the assessment; his #2 performer was second, and so on, all the way down to #7. Impressive!”
Steve Picardi, PI Midatlantic. Steve recommends an article about how coaches are using testing and getting better results. His program is designed for companies with managers or H.R. execs who can administer and interpret the test results. It’s a bit more complicated than the Asher or Boyle offerings, but a great tool nonetheless.
Jerry Boyle, Pinpoint Profiles (DISC). Jerry had each of my members take the DISC profile prior to his speaking to my group and I now have a bound copy of all of their profiles. The big ah-ha for me was the importance of having all of the DISC profiles in a Vistage group for diversity of opinion.
Jerry Boyle prepared a booklet including DISC results for members of our Vistage group.
And last but certainly not least, Barry Deutsche, author of “You’re Not the Person I Hired!”. He is a master Vistage speaker and specializes in employee recruiting.