Your Mission Statement

Do you have your own personal mission statement?defining-it-project-success[1]

I do! If you don’t , you need one. Why? For the same reason a business has one. A personal mission statement is your reminder of your ethics (standards or code), morals (personal character) and the reason behind your purpose. Creating your personal mission statement will give you clarity for your goals and define your mission.

As a business owner or leader, a personal mission statement will hold you accountable and keep you focused. It will give you insights to the challenges you face and open your mind to new possibilities. How? If you are honest with yourself, you can start to see yourself change and move your life in the direction of your focus and your goals. You will see your accomplishments differently, note your success and see a pattern start to form. Your confidence will boost and your demeanor will change.

If you don’t believe me, try it and see what happens.

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Temperament – Mix – Don’t Stir

Your temperament defines you. How? Dictionary.com defines Temperament as the combination of mental, physical and emotional traits of a person, natural predisposition.2014-07-19 14.49.56-39

Have you noticed that you get along well with certain people and you keep your distance from others because they rub you the wrong way? How many people in your work place do you avoid because they rub you the wrong way? Have you noticed a difference in the environment when certain people are not there? This can be good or bad. Certain temperaments can add to the energy of the team and others are like adding a lit match to a gasoline can. But if you know and understand your own temperament, you can gain insight as to how to best communicate with others and avoid any dismay within your work environment.

As a Manager or Leader of an organization, understanding your teams temperaments is vital to your success and the success of the business. Having just one person in a position where temperaments clash can be detrimental to your success.

You can learn how to work with the different temperaments of your teamIf you want to learn how to work with a team and best way to motivate them to work at full capacity,

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Best Hiring Practice

In this every changing world of technology and business, I find it interesting that so many companies are still hiring for key positions from a resume. I understand that you need to review their background and gather information before you actually have a face to face interview. What surprises me, is the process after the interview and the money that is spent to find the right fit.

According to a study completed by Robert Half (a staffing specialist firm), 36 percent of 1,400 executives surveyed said that the leading factor of a failed hire , besides from performance problems, is poor skills matching.

Skill matching is a key competency that should be and needs to be matched or you are just throwing your money out the window.  According to a Career Builders survey 68% of hiring managers spend two minutes or less reviewing resumes. The interview question process can be only 15 – 30  minutes with an additional 10 minutes on small talk. So now at this point you think you know the person, their experience and possibly their 5 year plan and so on. So how does that information make them a great fit for the Managers position in your department? Building-Strong-Foundations

Your organization is likely to consider its people as the most valuable asset. You realize that your employees create a competitive advantage and determine how successful the organization is and will be in the future. As a result, you want information to clearly understand what employee behaviors lead to success or failure.  You also want to understand why you are losing valuable employees – in some cases to your competitors.

If you want to make better strategic and tactical decisions, and to improve your financial results, you need the information The YPI E.D.G.E. Program provides.

  • More effective leadership
  • Better communication
  • More effective teamwork
  • Increased motivation
  • Higher morale
  • Uncover roadblocks to success
  • Reduce expensive employee turnover
  • Develop the performance of employees
  • Understand and develop organizational culture

If you are looking to make better use of your budgets and increase productivity within your organization, let’s have a conversation and see if we can stream line your hiring process and reduce your expenses.

Joann Venezia

President

YPI Consultants, LLC

631-320-0217

http://www.ypiconsultants.com

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Hiring Right – The reality of seeking quality talent to hire

There’s an old HR adage that says, “You hire them for what they know and you fire them for who they are”. In today’s every changing job market it can be challenging to seek, hire and cultivate the right candidate for any position in your organization and the expense can be overwhelming to your budget. You will have to hand off the extra work to another employee leading to possible overtime, stress and not to mention decreased morale and production. Oh the Joys of Seeking Quality Talent to fill any position in your organization! Markku Kauppinen, president of Extended DISC North America, Inc.  writes; “The hiring process may begin with a recruitment ad that describes the job from a “skills needed” basis, which is only a small part of what is required for success in the job—and certainly not the most important. The problem is often compounded by the company’s desire to find a type of person who actually doesn’t exist in the real world—a “super” person who can live up to impossible criteria. Nearly every recruitment ad clamors for people who are competitive yet flexible, great team players, able to work independently, extroverted, analytical, introspective, good with numbers, excellent with people…and so on. No one person can be all of these things! The world is composed of people who fall into several basic, identifiable behavioral categories. Each behavioral style is unique and includes specific strengths and weaknesses. None are intrinsically or qualitatively better.”

If you have 10 individuals applying for the same position and they all have the same qualifications, how do you distinguish one from the other? If you are hiring a resume, you’re in luck. At the end of the day you put the resume in the draw and you’re done.  We know that it is not that easy.  From the resume you can’t tell who has the temperament to meet the demands of the job. What competencies do they possess that best meets the requirements for the position. You can’t tell if they truly have the key skills required for success. Fortunately, people generally gravitate to careers that best suit their personality and style. An example would be people oriented individuals would perform well in sales positions, but a detailed oriented, organized individual would perform well in an accounting position, which can make it a bit easier for you to make your decision. The challenge comes after you hire them. After they have been with the company for some time and you have trained them; you start to see their behavior and learn more about their true abilities and temperament. Now you start to second guess your hiring decision. Their Manager has a conversation with you regarding the recent hire asking to have them transferred to another department because they are not working. You try several options available to move the employee in the right position, but no luck. You are frustrated and disappointed, not to mention your boss is upset because you are over your department’s budget and the quarter is not over.  If your company uses a behavior assessment, do not discard the assessment after the employee is hired. You will be doing you and your company a big favor by keeping the assessment in their file and referring back to it from time to time. Why you ask? Depending on the type of assessment, it will tell you a lot about your employee.

Some assessments can tell you about their temperament, competencies, how to best motivate them, areas of strength and areas they may need to work on. Making your decision to hire them easier and would be a great tool for their supervisor. Could you image how successful you would be if you had that type of an assessment at your fingertips for all your staff.

Behavior and personality assessments are not new, nor difficult or time consuming. If Behavior Assessments are not part of your hiring procedures, you may want to consider using them. You have enough in your “To Do” box. Make “Seeking Quality Talent to Hire” a priority and make it easier for you

To learn more, visit http://www.ypiconsultants.com

Joann Venezia

President

YPI Consultants, LLC

joann@ypiconsultants.com

www.ypiconsultants.com

Link to publication: http://www.ypiconsultants.com/s/cc_images/cache_4208113888.jpg?t=1411154393

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YPI Consultants, LLC Launches The YPI E.D.G.E. Program

YPI Consultants, LLC Launches the YPI E.D.G.E. Program for Human Resources Professionals, assisting them to assess new job candidates and existing staff for fully optimized job performance & placement.

Human Resource Professionals can now assess new job candidates and existing staff for optimized job performance and placement with a powerful new tool that goes beyond basic personality testing.

Friday 11:00AM August 22, 2014 – The YPI E.D.G.E. launches at http://www.ypiconsultants.com

The YPI E.D.G.E. Program is a cost effective way to assess new candidates and existing staff for optimized job placement. The program empowers Management and Human Resource professionals by enabling them to reduce costs while identifying the right new employees to fill specific key positions.

The YPI E.D.G.E. Program Assessments will inform Human Resource professionals how to determine how to optimize staffing positions based on the characteristics of the employees filling those positions, resulting in a more effective and efficient workforce.

To learn more about how companies can benefit from The YPI E.D.G.E. Program, please visit us online at: www.ypiconsultants.com

About YPI Consultants, LLC

YPI Consultants, LLC is a human resources consulting company specializing in personal and professional development.  We provide a suite of solutions that address the needs of human resources professionals.  Our programs, seminars, and courses also support workplace preparation for employees seeking career advancement, competitive job seekers and independent business professionals.

Media Contact

YPI Consultants, LLC

631-320-0217

Joann Venezia

President

172 North Ocean Ave

Patchogue, NY 11772

www.ypiconsultants.com

joann@ypiconsultants.com

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Leaders, First Lead Yourself

dreamstimecomp_19433599Be the example you want to see in others.

A strong and confident leadership team does not happen overnight. It takes planning and training to develop the leadership required for the organizations success. It requires an understanding of the people within your organization and a knowledge of their observable knowledge, skills, abilities, and behaviors critical to successful job performance. These skills, abilities, and behaviors can be demonstrated by the actions of the potential leader.

Every one of us has a history, a past that can be traced to our last job, our last successful adventure, our last failure or most embarrassing moment. Some of you have shared these key points in your life with the world online. If you are planning to take on a leadership role in the future, your history will be thoroughly examined and possibly torn apart. Companies will be looking for when and why you took control of your goals and how you moved yourself to your current status. Why you ask? Have you heard the expression “Lead by example”? How can an organization expect you to handle a leadership position and help move their organization forward, if you have not lead yourself first?

At this point you are probably thinking, how can you take charge of your own goals today so you can be the example you want to see in others and secure your future? There are several steps, but I will give you just a few in this post.

1. Start by preparing a personal mission statement and you will start to define your core values.

2. Next start setting realistic personal goals and hold yourself accountable for every step.

Remember to break your goals down into 30 days goals, 6 month goals, 1 year goals, 3 and 5 year goals. You will also need to confront limiting beliefs and expand your comfort zone.

This is just the beginning and I know you have a lot of thinking and planning to do, but this will open your heart and mind to dreams you kept way in the back of your mind and start to move you in the right direction. I have included my detailed list on my web site for you (http://www.ypiconsultants.com/media/lead-yourself-first/).

Take the steps you need to move forward and become the leader you are meant to be!

 

 

 

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An End and A Beginning

So here we are New Year’s Eve 2014.  It is a time to reflect on the past and focus on the future. A time to think about your expectations for 2015 and beyond.

2014 was a good year for YPI Consultants, LLC. Our business has grown, along with our team and the services we offer. We had our ups and downs, as expected, but we held true to our goals and The YPI E.D.G.E. Program launched along with the YPI Institute. We are grateful to all those who were a part of each process and we look forward to the strong relationships to grow.  I want to thank all who contributed to The YPI E.D.G.E. Program, YPI Institute and the P[E[A[K Radio Over The E.D.G.E. blog talk radio show. Your support and time offered to build the YPI Consultants brand is appreciated.  I look forward to an incredible 2015 for YPI Consultants, LLC and I look forward to learning about your success as you reach the goals you have set for yourself and your team in 2015.

Have a Blessed Year.

http://www.ypiconsultants.com

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The Nuts & Bolts of Current HR – Redesign and Re-skill HR? 08/26 by YPI Consultants LLC | Business Podcasts

The Nuts & Bolts of Current HR – Redesign and Re-skill HR? 08/26 by YPI Consultants LLC | Business Podcasts.

The Nuts & Bolts of current HR – Redesign and Re-skill HR?

HR’s value is being measured by its ability to source, attract, retain and build talent. No longer is it simply the ability to deliver service to employees. Is HR the keeper of the corporate talent system or architect for the talent machine, or just a provider of needed employee and manager services?

Hosted by YPI Consultants founder and President, Joann Venezia with co-host Wendy Oliveras and special guests Rick Maher of Effective HR.

The Nuts & Bolts of Current HR – Redesign and Re-skill HR? 08/26 by YPI Consultants LLC | Business Podcasts

The Nuts & Bolts of Current HR – Redesign and Re-skill HR? 08/26 by YPI Consultants LLC | Business Podcasts.

HR’s value is being measured by it ability to source, attract, retain and build talent. No longer is it simply its ability to deliver service to employees. Is HR the keeper of the corporate talent system or architect for the talent machine, or just a provider of needed employee and manager services.

Hosted by YPI Consultants founder and President, Joann Venezia with co-host Wendy Oliveras and special guests Rick Maher of Effective HR.

 

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