Articles by Annette Estes on ArticleSnatch.com

DISC Behavioral Styles: Relating with Cautious Carla

Fri, 02 Jul 2010 11:21:31 -0400

Are there people who drive you crazy because they seem to worry too much or they're sticklers for following the rules? Are you one of these people and right now you're thinking, “Of course we should follow the rules?” THE C (CAUTIOUS, COMPLIANT) STYLE These are people who have the Core C (Cautious, Compliant) behavioral style. The C factor in our behavioral profile measures how we handle rules and regulations set by others. Those high in the C factor believe rules were made to be followed. They are compliant to their own high standards. Cautious Carla is analytical, reserved, precise, orderly, meticulous, organized, and detailed. She tends to be a perfectionist. Task-oriented, she wants it done right the first time. Carla tends to be hard on herself and critical of others. She needs facts and data before making a decision, which can sometimes result in "analysis paralysis." C STYLE LIMITATIONS If you have Carla's style, you may be limiting your effectiveness in several ways. You may be too low risk, require too much data, and make excessive rules. You may believe expression of feelings is irrational and thereby limit your relationships. **End Summary** Topics: disc behavioral styles]]> behavioral styles]]> behavioral assessments]]> types of behavior]]> disc behavior]]> behavior strategies]]>]]> About the Author: ]]> And now Iâd like to invite you to get my free report on understanding all four DISC behavioral styles. And for a thorough understanding of behavioral styles, get my eBook, From Canât Stand to Understand â How to Handle Difficult People. Annette Estes is a Certified Professional Behavioral Analyst and coach with The Estes Group, a behavioral performance management firm.

DISC Behavioral Styles: Dealing with Steady Sam

Tue, 29 Jun 2010 12:08:04 -0400

Ah, Steady Sam. He drives the speed limit – or slower, doesn't show his emotions, and can't say no when asked to do something for someone. Is this you or someone you know? THE S (STEADINESS) STYLE These are people with the Core S (Steadiness) behavioral style. The S factor in our behavioral profile measures how we handle the pace of the environment. The higher the S the slower the pace and vice versa. Steady Sam is quiet, friendly, and helpful. He's stressed by conflict, so he'll often give in during a disagreement to avoid hurting another's feelings and to keep the peace. Sam is people-oriented and methodical in his approach to tasks. He likes to have a particular way of doing things from which he doesn't like to deviate. He resists change unless given time to adjust to it. S STYLE LIMITATIONS If you have Sam's style, you may be limiting your effectiveness in several ways. You may be causing yourself stress by your difficulty in saying no and you may actually be causing others stress by clamming up and saying everything's fine when it's not and you both know it. **End Summary** Topics: disc behavioral styles]]> behavioral styles]]> behavioral assessments]]> types of behavior]]> disc behavior]]> behavior strategies]]>]]> About the Author: ]]> And now Iâd like to invite you to get my free report on understanding all four DISC behavioral styles. And for a thorough understanding of behavioral styles, get my eBook, From Canât Stand to Understand â How to Handle Difficult People. Annette Estes is a Certified Professional Behavioral Analyst and coach with The Estes Group, a behavioral performance management firm.

DISC Behavioral Styles: Dealing with Influencing Iris

Fri, 25 Jun 2010 16:28:48 -0400

How do you feel about people who love to talk and have bubbly personalities? Are you one of these people? THE I (INFLUENCING) STYLE These people have the Core I (Influencing) behavioral style. The I factor in our behavioral profile determines how we interact with and influence other people. Influencing Iris doesn't know a stranger. She'll talk to you on an elevator, while passing you in the street, while you're working - anytime, anywhere. Don't try to ignore her; she'll think you don’t like her and will try harder to make you a friend. Iris is charming, optimistic, sociable, and persuasive. Socializing and verbalizing are her strong suits. She is friendly, outgoing, and trusting. She is expressive in her communications and, because of that, is probably the easiest type to "read." I STYLE LIMITATIONS If you have Iris's style, there are ways in which you may be limiting your effectiveness with people. You may speak before thinking, interrupt others, and listen poorly. You can be disorganized (you pile, don't file), too trusting, and overly optimistic about outcomes. You can annoy some people with your chattiness. **End Summary** Topics: disc behavioral styles]]> behavioral styles]]> behavioral assessments]]> types of behavior]]> disc behavior]]> behavior strategies]]>]]> About the Author: ]]> And now Iâd like to invite you to get my free report on understanding all four DISC behavioral styles. And for a thorough understanding of behavioral styles, get my eBook, From Canât Stand to Understand â How to Handle Difficult People. Annette Estes is a Certified Professional Behavioral Analyst and coach with The Estes Group, a behavioral performance management firm.

DISC Behavioral Styles: Dealing with Dominant Dan

Wed, 23 Jun 2010 15:04:22 -0400

How do you feel about people who like to be in charge and order you around? Are you one of these people? This begins a series of articles on how to communicate with people who have different behavioral styles than you do – people who can be intimidating, maddening, confusing, or downright irritating. The four DISC behavioral styles are based on the model defined by psychologist William Moulton Marston in his book, The Emotions of Normal People. THE D (DOMINANCE) STYLE In this article we'll get a better understanding of how to deal with people who have a high D (Dominance) behavioral style. The D factor in our behavioral profile determines how we handle problems and challenges. Dominant Dan has no problem running the show. If he has a strong Core D style (Dominance is his highest factor), he'll tend to be demanding, bold, driving, pioneering, direct, competitive, and determined. Dan must have authority equal to his responsibility in any situation; if not, he'll find a way to take control sometimes to his detriment. Dominant Dan has qualities that others with the same style admire; **End Summary** Topics: disc behavioral styles]]> behavioral styles]]> behavioral assessments]]> types of behavior]]> disc behavior]]> behavior strategies]]>]]> About the Author: ]]> And now Iâd like to invite you to get my free report on understanding all four DISC behavioral styles. And for a thorough understanding of behavioral styles, get my eBook, From Canât Stand to Understand â How to Handle Difficult People. Annette Estes is a Certified Professional Behavioral Analyst and coach with The Estes Group, a behavioral performance management firm.

Employee Hiring: Where Some Consultants Fail You (They're Not Doing This)

Tue, 01 Jun 2010 13:53:09 -0400

There are a slew of articles on best hiring practices and they"��re all good. But they're omitting a key element. This article describes a process that incorporates all that good advice and gives you a guaranteed way to hire - and retain - superior performers. It's called Job Benchmarking. LET THE JOB TALK Before your hire your next key employee, you need to complete a job benchmark of the position. You're going to benchmark the job itself. You're going to let the job tell you what it requires for superior performance from an employee. You're going to let the job talk - and listen. You gather a team of your top performers in the position and their manager; these are your Subject Matter Experts. When they've completed the process, you'll have a highly accurate description of what the job requires in three areas: Behaviors (How) Motivators (Why) Task Quotient (What) How can you hire the right people unless you know if they will do the job how it should be done, if they will be intrinsically motivated to be a high performer, and if the job requires the type of tasks they prefer doing? **End Summary** Topics: employee hiring]]> pre employment screening]]> hiring practices]]> recruiting solutions]]> hiring procedures]]> hiring assessment]]>]]> About the Author: ]]> And now I'd like to invite you to get a free sample employee review and see samples of our job benchmark assessments and key accountabilities. You can subscribe to my free behavioral interviewing newsletter. Annette Estes is a Certified Professional Behavioral and Values Analyst with The Estes Group, a behavioral performance management firm.

How to Deal with Difficult People

Mon, 10 May 2010 16:54:52 -0400

German writer, Johann Wolfgang von Goethe said, "For many people, one of the most frustrating aspects of life is not being able to understand other people's behavior." If that's true then we'd all be less frustrated if we could understand behavior. There is a way to do that, as I write in my eBook, "From Can't Stand to Understand - How to Handle Difficult People." Here are seven steps you can take to improve your people skills by understanding - and adapting to - people whose behavior can drive you crazy. Understand DISC Learn the characteristics of the four DISC behavioral styles first defined by Harvard psychologist William Moulton Marston in his book, "The Emotions of Normal People" (1928). The four behavioral factors all people have in different degrees are: D-Dominant (how we handle problems and challenges) I-Influencing (how we influence others) S-Steadiness (how we respond to the pace of the environment) C-Cautious, Compliant (how we respond to rules set by others) Know How to Identify Each Person's Core Style A person's core style is his/her highest behavioral factor and the one that dominates their behavior. People who have the core D and I styles are extroverted; **End Summary** Topics: how to deal with difficult people]]> how to handle difficult people]]> how to work with difficult people]]> disc types]]> disc behavior]]> conflict resolution a]]>]]> About the Author: ]]> Get more tips on how to deal with difficult people and sign up for the authorâs free behavioral based interview newsletter. Annette Estes is a Certified Professional Behavioral and Values Analyst and coach with The Estes Group. Â© 2010 Annette Estes

7 Steps to Effective Presentation Skills

Fri, 02 Apr 2010 10:20:27 -0400

Studies show that many people have more fear of public speaking than of dying. That's huge. Whether you're giving your first presentation or your 100th, these tips will help you give less fearful, more powerful presentations. Step 1 Plan, Prepare, and Practice. The first step is to plan your verbal presentation - what you're going to say. When giving a presentation, you should always talk about something you know - something in which you are an expert. Credibility is important to get people to listen to you. If you're stuck on planning a talk, use this formula: Tell them what you're going to tell them. Tell them. Tell them what you told them. Once your presentation is complete - practice, practice, practice. Know your talk so well you could give it in your sleep. But so you won't put your audience to sleep, follow these next tips. Step 2 Focus on your visual presentation. The visual aspect of your presentation is the most important in getting your message across. It includes your body language, gestures, facial expression, eye contact, appearance, and visuals such as PowerPoint - all of what the audience sees. **End Summary** Topics: effective presentation skills]]> speech coach]]> fear of public speaking]]> presentation speaking skills]]> public presentation skills]]> overcoming fear of spe]]>]]> About the Author: ]]> Get a free copy of my "20 Presentation Tips" and discover the power of speech coaching . Annette Estes is a professional speech coach and Certified Professional Behavior and Values Analyst with The Estes Group . Â©2010 Annette Estes.

The Recruitment Process that Succeeds

Thu, 11 Mar 2010 09:50:26 -0500

Research shows that traditional hiring practices are at best only ten percent effective in determining future job performance. Behavioral interviewing is fifty-five percent effective. (Source: Quintessential Careers) Take these seven steps companies to ensure hiring the best of your job applicants and retaining them. Step 1. Benchmark the Job. Gather a team for a Job Benchmarking session to determine the Key Accountabilities required by the position. People who recruit and hire employees feel they know how the job should be performed. Yet when I meet with clients, we discover that people who know the job can have very different ideas about what it requires. Here's how Job Benchmarking works. With the help of an expert, unbiased facilitator, three to seven people from your company who know the job well (your subject matter experts) meet to first determine the position's Key Accountabilities. These are what each employee must commit to doing on a daily or regular basis for the job to exist. Step 2. Assess the Job. Next the team will assess the job's ideal behaviors, motivators, and task quotient required for superior performance. **End Summary** Topics: selection and recruitment process]]> recruitment selection process]]> recruiting process]]> the recruitment process]]> recruiting employees]]> job description p]]>]]> About the Author: ]]> Get a detailed analysis of these seven steps in the authorâs employee job performance ebook. And get a free sample of actual Key Accountabilities and performance evaluation forms . Annette Estes is a Certified Professional Behavioral and Values Analyst with The Estes Group.

Hiring Procedures: Avoid These 7 Big Mistakes

Tue, 02 Feb 2010 11:38:23 -0500

Most recruiters will admit they base much of a hiring decision on the job interview. Yet a Michigan State University study showed the job interview is only 14% accurate. Other research shows traditional hiring procedures are just 10% accurate. Are you making these seven blunders? Hiring employees based primarily on their job interview One of my favorite quotes is from Stanley J. Randall who said, "The closest to perfection a person comes is when he fills out a job application." Job candidates wear a mask during their job interview. They're on their best behavior. They likely tell you what they think you want to hear, which may or may not be true. I've heard recruiters brag that they have a great "gut instinct" for hiring people. Maybe so, but their "gut" will lead them astray more often than not. Just because you establish rapport with and like a candidate doesn't mean that person is right for the position. You need more that warm feelings and gut instinct. Not asking or asking the wrong behavioral interview questions for the position According to Quintessential Careers, traditional hiring practices are only 10% predictive of a future employee's job performance. **End Summary** Topics: Hiring procedures]]> hiring system]]> benchmark assessments]]> employee assessments]]> behavioral based interview]]> cost of hiring]]> behavioral interviewing]]>]]> About the Author: ]]> And I'd like to invite you to learn more about effective hiring procedures and job benchmarking. Annette Estes is a Certified Professional Behavioral and Values Analyst who specializes in helping companies hire, develop, and retain superior performers. Subscribe to her free behavioral based interview newsletter. Â©2010 Annette Estes.

Employee Retention: How to Keep Your Best People

Wed, 25 Nov 2009 13:21:27 -0500

During hard economic times it's more important than ever to retain your best people. They can mean the difference between business success and failure. This may not seem difficult on the surface since jobs are getting scarcer and maybe it's not. But even if your best people aren't leaving, they could be experiencing stress due to the fear of losing their jobs. That stress can affect productivity and morale, not to mention profitability for the company. So, here are tips for keeping your best people - and keeping them happy. THE KEY IS GOOD MANAGEMENT The key to keeping good employees lies in how you manage them. It's said that people don't leave their companies, they leave their managers. No matter how good your managers are, they can always do better. The best way to improve management techniques is to assess your employees to find out what they want and need and manage them accordingly. For example, let's say I work for you. My Behavior and Motivators assessment gives you these tips on how to manage and motivate me, based on my behavioral style (how I do the job) and values (what motivates me to be a superior performer). **End Summary** Topics: employee job performance]]> employee retention]]> employee motivation]]> employee engagement]]> employee development]]> employee recognition]]> employee assessmen]]>]]> About the Author: ]]> Get more employee retention tips in Annette's eBook Superior Employee Performance and subscribe to her free behavioral interviewing newsletter. Annette Estes is a Certified Professional Behavioral and Values Analyst and heads The Estes Group, a global performance management company. Â©2009 Annette Estes.

Top 7 Job Analysis and Design Tips

Thu, 29 Oct 2009 15:09:58 -0400

Does your job description analysis assure you of hiring and retaining superior performers? Your employees may be doing the tasks required by the job, but are they performing those tasks the way they need to be done; and does the job motivate them by rewarding their values? The typical job description analysis looks only at what duties the job involves; it doesn't go deeper to see if a person is a good match for the job. You need to look at the who, how, and why as well as the what when doing a job analysis and design. If you're creating a new job at your company or reworking your current job descriptions, here is a proven seven-step job analysis process that includes hiring tips on getting the right person for each job. KEY ACCOUNTABILITIES A team of your best people in a job and their manager (your subject matter experts) meet to determine the key accountabilities for the position. These are the tasks the employee must commit to doing on a daily or regular basis for the job to exist. Write a strong statement describing each key accountability and rank them according to importance. **End Summary** Topics: job analysis and design]]> job description analysis]]> job analysis process]]> employee assessment]]> benchmark assessment]]> behavioral interview questions]]> em]]>]]> About the Author: ]]> Get tips on hiring the best people in your industry by subscribing to the author's free behavioral based interview newsletter and get more info on job benchmarking Annette Estes is a Certified Professional Behavioral and Values Analyst and heads The Estes Group, a global performance management company. Â©2009 Annette Estes.

Behavioral Interviewing â Are You Asking the Right Questions?

Mon, 12 Oct 2009 16:49:13 -0400

If you go online to find behavior interview questions, STOP! The questions are all good, but do they relate to the position you’re trying to fill? Stock behavior interview questions probably won't get the answers you need to get the right person for a particular job. You need customized questions that relate to that specific job. JOB REQUIREMENTS First, you need to know exactly what the job requires for superior performance in three areas: You need to know the job's task distribution. Does it require project tasks, routine tasks, or troubleshooting tasks – and in what percentages of each? You need to know how the job needs to be done - what behaviors does it require for superior performance? And you need to know what motivators the job rewards. For example, if the job rewards service to others, then you need someone who is passionate about helping people to fill the position. That person will be intrinsically motivated to be a superior performer in this job. CANDIDATE QUALITIES Next, you need to know which types of tasks the applicant prefers doing on a daily basis. Then you need to know what behaviors the candidate brings to the position. **End Summary** Topics: behavioral interview]]> behavioral interviewing]]> behavior interview questions]]> behavioral based interview]]> job benchmarking]]> benchmark assessment]]> emplo]]>]]> About the Author: ]]> Get tips on hiring the best people in your industry by subscribing to the author's free behavioral interviewing newsletter and be sure to order her ebook Superior Employee Performance. Annette Estes is a Certified Professional Behavioral and Values Analyst with The Estes Group, a global performance management company. Â©2009 Annette Estes.

The Importance of Values in Leadership

Thu, 03 Sep 2009 08:01:10 -0400

Is there a set of values that separates great leaders from mediocre ones? Can your values determine if you'll be a leader or a follower? The answer to both questions is yes. In fact, there's no point in discussing leadership without a close examination of values. But what are values and how do we know what ours are? Your values are your passions; they motivate you and influence your attitude about important issues. Values determine what you want most in life - what you must have to be fulfilled. Thomas Leonard, founder of CoachU and Coachville, said, "When you're feeling satisfied, your needs are being met. When you're feeling fulfilled, your values are being met." If this is true, it behooves us to know what our values are and align our lives around them. In 1928, psychologist Eduard Spranger identified six values or worldviews we all have in varying degrees. **End Summary** Topics: importance of values]]> what are values]]> difference between values]]> performance values]]> define values]]> values definition]]> successful leader]]> leader asse]]>]]> About the Author: ]]> To discover your values get a free personal Behavior and Motivators Report when you order Annette's ebook on values, 'Why Can't You See it My Way?' Annette Estes is a Certified Professional Behavioral and Values Analyst.

Workplace Safety Tips - Attitude and Behavior the Keys to Improve Safety

Fri, 22 May 2009 00:00:00 -0400

Safety is about company policies and procedures. It's even more about people; more specifically, your employees' natural behavioral style and safety attitude at work. Training plays an important role in workplace safety. But who your workers are, not just what they do, may be even more significant according to a 1993 study conducted by Behavioral-Values Research Associates. SAFETY STUDIES The research was conducted on railway maintenance workers. Participants were given four assessments that measured their knowledge of safety rules, their pictorial and mechanical reasoning abilities, and their behavior and attitude. The study shows the only significant differences between two groups of workers (injured vs. non-injured) were in their behavioral styles and attitudes/values. The research validates that when companies implement a pre-hiring employee assessment selection system, four things occur. These companies: â€¢ Reduce accident costs and risk â€¢ Reduce worker's comp claims â€¢ Reduce employee turnover â€¢ Improve profitability By utilizing this system when hiring drivers, G & P Trucking in South Carolina reduced accident costs and cut its accident rate in half over five years. G & P President, Clifton Parker says, "We are doing a better job during the hiring process. **End Summary** Topics: workplace safety tips]]> workers comp claims]]> innate behavior]]> disc behavior]]> mechanical reasoning]]> behavior and attitude]]> behavior values]]> improve safe]]>]]> About the Author: ]]> Get workplace safety tips by subscribing to our free safety newsletters . Annette Estes is a Certified Professional Behavioral and Values Analyst and veteran safety consultant, trainer, and coach. Order her eBook, 'Safety RULES!' ÃÂ©2009 Annette Estes

ADHD and ADD Symptoms Are Normal Behavior

Fri, 15 May 2009 00:00:00 -0400

The Mayo Clinic website says "the exact cause of ADHD remains a mysteryâ€¦." No one has yet determined what ADHD actually is, yet proponents keep telling us it exists that it's a behavior "disorder" in children and adults. The website myadhd.com says "heredity is the most common cause of ADHD," but goes on to say that "studies do not identify specific genes linked to the disorder." I'm no scientist, but that's not good enough for me to believe it. I would like to offer an expert behavior definition and explanation of ADHD "symptoms" that show they are actually normal behavior in people with certain behavior types. In 1928, Harvard psychologist William Moulton Marston first defined the four DISC behavioral styles in his book "The Emotions of Normal People." That's NORMAL people. In my 15 years as a Certified Professional Behavioral Analyst, my colleagues and I have done DISC personality testing on hundreds of thousands of people using the DISC assessment developed by Target Training International (TTI), and based on Dr. Marstonâ€™s findings. People are either high or low in each behavioral style and that determines how they do things. According to webmd. **End Summary** Topics: behavior definition]]> behavior specialist]]> symptoms add]]> symptoms adhd]]> disc personality testing]]> behavior types]]> disc assessment]]> behavioral style]]> be]]>]]> About the Author: ]]> Get your own or your child's free behavior and attitude DISC assessment . Annette Estes is a Certified Professional Behavioral and Values Analyst, life coach, and author of the award winning book 'Why Can"'t You See it My Way? Find excellent books on DISC behavior, values . ÃÂ©2009. Annette Estes.

What Is Your Emotional Intelligence Quotient?

Fri, 10 Apr 2009 00:00:00 -0400

Daniel Goleman, author of the book Emotional Intelligence,â€ says, "If your emotional abilities aren't in hand...you are not going to get very far." Your emotional intelligence is measured by your emotional quotient. EMOTIONAL QUOTIENT Where IQ measures your general intelligence, emotional quotient measures your level of emotional intelligence. In a sense, itâ€™s an emotional inventory. Emotional quotient is the ability to sense, understand, and effectively apply the power of your emotions to build relationship compatibility. It can show you how to improve performance, personally and professionally. EQ also helps you gain awareness and control of your emotions in the workplace. If you know your EQ, you can better understand how your emotions affect your choices and decisions. A high EQ can help you improve decision making by using your head, not just your heart. There are five areas of emotional quotient, which fall under two categories - Intrapersonal and Interpersonal. INTRAPERSONAL EMOTIONAL QUOTIENT - Self-Awareness, Self-Regulation, and Motivation Self-Awareness - the ability to recognize and understand your moods, emotions, and drives, as well as their effect on others. **End Summary** Topics: emotional intelligence]]> emotional intelligence quotient]]> how to improve performance]]> emotional intelligence at work]]> emotional inventory]]> relationship]]>]]> About the Author: ]]> You can fill out an emotional questionnaire and get a free emotional intelligence test from The Estes Group. Annette Estes is a Certified Professional Behavioral and Values Analyst, coach, consultant, trainer, professional speaker, and author of the award-winning book, 'Why Can't You See it My Way? Resolving Values Conflicts at Work and Home'

How to Improve Profitability and Employee Productivity Statistics

Thu, 19 Mar 2009 00:00:00 -0400

The best advice successful leaders, CEOs, and business experts have ever given is the importance of hiring the right people for every job in your company. Ole Miss Athletic Director Pete Boone advises, "If you're going to be successful in any venture, no matter what it is, you better hire the best people possible. Whatever it takes to hire them, you're either going to be a player or not." In spite of the fact the news media makes us believe everyone is in danger of losing their jobs these days, there are companies that are hiring - and striving to keep their best people. Here are seven things a company should know in order to reduce employee turnover by hiring, developing, and retaining the right employees for every job in the company. These steps make employee engagement more of a science than an art. EMPLOYEE ACCOUNTABILITY What are the Key Accountabilities required by the job? You notice I say what does the job itself require, not what the manager or the people doing the job think it requires. A Key Accountability is something the person in the job must do on a daily basis for the position to exist. **End Summary** Topics: employee productivity statistics]]> employee empowerment]]> employee accountability]]> employee motivation]]> employee background check]]> questions to as a pot]]>]]> About the Author: ]]> Job benchmarking is the solution to improve profitability by hiring and retaining the right people. Annette Estes is a Certified Professional Behavioral and Values Analyst and author of the award-winning ebook, 'Why Can"'t You See it My Way? Resolving Values Conflicts at Work and Home' . ÃÂ©2009 Annette Estes

Values - The Key to How to Find Your Passion

Tue, 11 Nov 2008 00:00:00 -0500

We hear a lot these days about how to find your passion and follow your bliss. Itâ€™s easy to find your passion. You do it by understanding your values, which determine your attitudes and how you value (positive) or judge (negative) the issues, situations, and people in your life. Thomas Leonard, the founder of CoachU and Coachville, once said that when weâ€™re feeling satisfied our needs are being met and when weâ€™re feeling fulfilled our values are being met. When you align your life around your values, you will find the happiness and fulfillment that may be eluding you now. So what are your values? What are the passions that lead you to action and determine what you do with your life? Eighty years ago, a psychologist by the name of Eduard Spranger identified six values or attitudes we all have to varying degrees of intensity. They are Theoretical, Utilitarian, Aesthetic, Social, Individualistic, and Traditional. The two you rank highest in are your passions, numbers three and four are situational, and you will tend to have an indifferent or negative attitude toward people who are high in those you rank as numbers five and six. The Six Personal Values Theoretical. **End Summary** Topics: How to find your passion]]> follow your bliss]]> choosing careers]]> relationship compatibility]]> career assessment test]]>]]> About the Author: ]]> Find your passion with a personal values assessment and order the author"'s ebook, Why Can"'t You See it My Way? at http://www.resolveconflictnow.com Annette Estes is a Certified Professional Behavioral and Values Analyst, life coach, and professional development consultant. Contact her at http://www.coachannette.com ÃÂ©2008. Annette Estes. All rights reserved.

Professional Improvement Plan - Eliminate these Seven Deadly Habits

Tue, 04 Nov 2008 00:00:00 -0500

This may sound like a mix of the 7 deadly sins and Steven Coveyâ€'s 7 habits, and maybe it is. People are beginning to realize that what happens in their lives comes from inside rather than outside ourselves. If weâ€'re struggling, itâ€'s because thereâ€'s at least one area of our lives in which weâ€'re out of integrity. So hereâ€'s a list of 7 habits to eliminate if you want to move forward and achieve more success and happiness. Procrastination. The Scarlett Oâ€'Hara Iâ€'ll do it tomorrow syndrome.â€ Why do we put off doing what we believe we should do? Maybe the fact itâ€'s a shouldâ€ could be one reason. Ask yourself why you should be doing this. Is it because someone else or society thinks you should? Not a good enough reason. If itâ€'s something you feel you need and want to do, even if itâ€'s a chore, then putting it off only causes stress. Do it, delegate it, or dump it. Lord Chesterfield said it before Nike condensed it, No idleness, no laziness, no procrastination; never put off until tomorrow what you can do today.â€ Overcoming procrastination is tough, but not impossible. **End Summary** Topics: what are good personal habits to have]]> list of personal habits]]> covey's 7 habits]]> 7 deadly sins]]> professional improvement plan]]> managing and minimizin]]>]]> About the Author: ]]> Want tips on improving your relationships? Order the author"'s ebook, Why Can"'t You See it My Way? Resolving Values Conflicts at Work and Home at http://www.resolveconflictnow.com Annette Estes is a Certified Professional Behavioral and Values Analyst. Contact her at http://www.CoachAnnette.com ÃÂ©2008. Annette Estes. All rights reserved.

A Leadership Development Program to Master Five Crucial Skills

Mon, 27 Oct 2008 00:00:00 -0400

Leadership is kind of like being pregnant. You canâ€'t be a little bit of a leader. Youâ€'re either a leader or youâ€'re not. A lot has been written on what makes a good leader. Extensive research on proven leaders by Target Training International over a number of years identified five soft skills leaders all have in common. Excellence in leadership includes mastering these skills: Interpersonal skills Influencing others Goal achievement Personal accountability Self management Interpersonal Skills Leaders have mastered the art of relating to and interacting with others. They understand what makes people tickâ€ by knowing their behavioral and communication styles and values/attitudes. They know what to say and do to motivate individuals. They know how to develop positive relationships with a diverse range of people. They care about what others say and listen actively. Theyâ€'re not thinking about what theyâ€'re going to say next when someone is talking. Leaders give feedback, ask questions, and rephrase what people say. Good interpersonal skills are vital to generate trust and respect for leaders to be effective. Influencing Others Leaders have the ability to personally affect other peopleâ€'s actions, decisions, thinking, and opinions. Theyâ€'re masters at building a team that will follow them. **End Summary** Topics: communication and leadership]]> article on great leaders]]> great business leaders]]> leadership challenge]]> leadership experience]]> leadership quality]]>]]> About the Author: ]]> Discover a mentor-protÃÂ©gÃÂ© program to help you develop these skills and get a free leadership skills assessment at http://www.coachannette.com Annette Estes is a Certified Professional Behavioral and Values Analyst. Order her ebook, Why Can"'t You See it My Way?"Â at http://www.resolveconflictnow.com ÃÂ©2008 Annette Estes. All rights reserved.

A Driver Risk Assessment Is Your Best Safety Tool

Fri, 17 Oct 2008 00:00:00 -0400

Joe Driver wants a job with your company. He looks good on paper, has the skills and requirements needed, and has a pretty good safety record. So you hire him. Then he causes an accident that costs your company $3-million dollars. How could this happen?â€ Where did we go wrong?â€ What could we have done differently?â€ Iâ€'m glad you asked. Michigan State University did a study that concluded, The typical interviewing process used by most companies is at best only 14% effective in predicting successful job hires.â€ Combine that with the 2006 FMCSA study that reported Driver Behavior Causes Most Truck Crashes,â€ and you get the idea that maybe you need to improve your hiring or management practices or both. Before hiring a driver you need to know for sure if he or she is the type of person who is safety conscious by nature or a daring, risk-taker type. You need to know if a driver applicant: 1.Is patient or impatient 2.Tends to follow or break rules 3.Has a steadiness or spontaneous nature 4.Is motivated to be a superior driver 5. **End Summary** Topics: driver risk assessment]]> managing road risk]]> fleet risk management]]> risk management plan]]> behavior based safety]]> behavior safety technologies]]> driver s]]>]]> About the Author: ]]> For more info and a complimentary consultation, visit http://www.hiresafedrivers.com/jbmconsult.htm Annette Estes is a Certified Professional Behavioral and Values Analyst and behavioral safety consultant. Subscribe to her free driver safety newsletter at http://www.hiresafedrivers.com

Why People Feel the Way They Do

Wed, 13 Aug 2008 00:00:00 -0400

Have you ever wondered why some people seem driven to make a lot of money while others honestly seem to be satisfied with just “getting by?” Have you known people who do so much for others they become enablers and you think that’s not a good thing? Or do you know people who seem so immersed in their own needs they don’t do enough to help others? If another person’s beliefs and attitudes are diametrically opposed to yours, you’ll have problems relating to that person and may have serious conflict because of your differences. Basically, the greater the gap between your values and someone else’s, the more difficulty you’ll have with that person. Here are some tips on how to understand your own and other people’s attitudes and improve your relationships with them. Know Your Values There are six values, first defined by psychologist Eduard Spranger, that we all have in varying degrees. **End Summary** Topics: relationship compatibility]]> why people feel the way they do]]> how to make a relationship last]]> trust in relationships]]> ways to improve a relationship]]> ]]>]]> About the Author: ]]> To improve your relationships, order the ebook âWhy Canât You See it My Way? Resolving Values Conflicts at Work and Homeâ at http://www.resolveconflictnow.com Annette Estes is a Certified Professional Behavioral and Values Analyst, life coach and Managing Director of The Estes Group. You can also get your personal values assessment by contacting the author at http://www.coachannette.com

Stop Aggressive Driving Before it Starts

Mon, 28 Jul 2008 00:00:00 -0400

Larry Bossidy, Chairman and CEO of Honeywell International, Inc. says, “I am convinced that nothing we do is more important than hiring and developing people. At the end of the day you bet on people, not on strategies.” In the transportation industry, nothing can be more important than hiring safe, reliable drivers. Here are five steps your transportation company can take to be sure you will hire the best of your driver applicants and increase the ability to retain them. Step 1. Gather your team for a Job Benchmarking session to determine the Key Accountabilities required of each driver. With the help of an unbiased, expert facilitator, three to seven of your best drivers and their manager (your subject matter experts) meet to first determine the job’s Key Accountabilities. These are what each driver must commit to doing on a daily or regular basis for superior performance - and even for the job to exist. Step 2. Assess the job’s ideal behaviors and attitudes required for superior performance. Next the group will complete two online Job Benchmarking assessments. The process involves ranking statements as if the job itself were talking. Here’s an example. **End Summary** Topics: behavior based safety]]> compliance management and training]]> accident prevention incentive programs]]> aggressive driving]]> why is safety important]]> workpl]]>]]> About the Author: ]]> If your compliance management and training programs include these types of assessments and job benchmarking, your accident prevention incentive programs will be more effective. Annette Estes is a Certified Professional Behavioral and Values Analyst and behavior safety specialist. Subscribe to her free safety newsletter at http://www.hiresafedrivers.com and order her ebook Safety RULES! at http://www.hiresafedrivers.com/safetyrules.htm

I Need Help Deciding What Career to Choose

Thu, 10 Jul 2008 00:00:00 -0400

One of our clients owns her own business. She has to wear many hats, especially the sales and marketing cap. She loves marketing because it’s fun and creative, but she hates selling. We recently discovered why. Before coaching clients, I have them do two assessments. One shows their behavioral style, the other measures their values/attitudes. A lot of research has been done on top sales performers. The vast majority of them have a pattern that’s high in the I (Influencing) and D (Dominant) behavioral factors and low in the S (Steadiness) and C (Cautious) factors. My client’s behavioral profile shows that’s the pattern she has. So why does she dislike selling and why is she not good at it? To discover the behaviors and attitudes she needs to have to be a successful sales person, we benchmarked the job of sales at her company. We did two career profiles to determine the ideal behavioral style and values the job of sales requires for superior performance. The job behavioral profile matched her behavioral style, as expected. But the results of the values profiles show why she’s not good at selling. **End Summary** Topics: choosing careers]]> i need help deciding what career to choose]]> career change from home work]]> career aptitude test]]> career builders]]> career choices]]> car]]>]]> About the Author: ]]> Two books that can help you understand behaviors and values can be found at http://www.coachannette.com/books Annette Estes is a Certified Professional Behavioral and Values Analyst who helps individuals and companies match people to jobs. Contact her at Annette@CoachAnnette.com or call The Estes Group at 864-244-1156. Â©2008 Annette Estes. All Rights Reserved.

Behavior Based Safety - The Missing Step that Ensures Success

Thu, 19 Jun 2008 00:00:00 -0400

Behavior Based Safety is a term for programs based on using behavior modification techniques on employees to instill and encourage safe behavior on the job. Its goal is to prevent workplace accidents by having people at all levels of an organization make safety in the workplace a top priority. Employees responsible for keeping the job environment safe are trained in safety procedures then observe their fellow workers to monitor, report, and correct unsafe behavior. Proponents say it works and companies that practice Behavior Based Safety have reduced accidents and injuries on the job. I’d like to suggest some further steps companies can take that would make Behavior Based Safety programs even more effective and successful. Behavior modification techniques work only to a point. If someone’s natural, inborn tendency is to be a risk taker, short tempered, or impatient, it’s extremely difficult – maybe even impossible – to “train” that behavior out of the person. And even if a company is successful in modifying unsafe behaviors, in a crisis people will revert to their natural behavior. A better solution is not to hire this type of person for a job that requires strict adherence to safety policies and practices. **End Summary** Topics: behavior based safety]]> why is safety important]]> what is the importance of safety]]> why is workplace safety so important]]> workplace safety facts]]> benefi]]>]]> About the Author: ]]> If your compliance management and training programs include these types of assessments and job benchmarking, your accident prevention incentive programs will be more effective. Annette Estes is a Certified Professional Behavioral and Values Analyst and behavior safety specialist. Subscribe to her safety newsletters at http://www.hiresafedrivers.com and contact her at http://www.coachannette.com Â©2008 Annette Estes