The Fine Print
Past performance is no guarantee of future results. Any historical achievements may not reflect actual future performance.
So How Can We Predict Future Results?
In 2010, after 12 years of experience in executive search, recruitment and coaching I became the first person in Canada to apply a new methodology called Collaborative Team Structure® and Team Performance Indicators both generated by a bias-free & award-winning Tech called Teamability®.
Teamability was launched in early 2009 by behavioural scientists after 25 years of research and 9 years of development, it reveals 3 dimensions about people:
1) One’s ability to connect with others and form collaborative relationships;
2) One’s ability to communicate with the intent to advance the team’s mission; and
3) The way a person seeks to make meaningful contributions to his or her team.
I have seen first-hand that this tech works and these performance indicators are the actual KEYS to creating positive teamwork, selecting the best person for the job and team and improving the bottom line.
The following is a list of Performance Indicators I advise my clients to Avoid Working with @ All Costs:
· Little or no real understanding of the importance of others helping to achieve one’s own goals
· Convey to the team a harsh and negative attitude toward overcoming the challenges they face
· Cannot focus effectively on attracting, retaining or developing the organization’s staff thus discouraging talents and failing to guide and develop successors to ensure the organization’s future
· Little or no idea about what is going on with the others who are on the same team
· Leads through demands and force
· Unavailable to their reports, show no interest in them and are not ready to answer their questions.
· Exclude any cooperation from others except insofar as they do as they are told
· Not as enthusiastic about the organization’s results as if they were the results of their own businesses
· Do not consider anyone’s interests in a fair manner without favoring some at the expense of others
· View others as servants who are doing what is expected of them and no more
· Pessimistic about the organization’s results and perpetually dissatisfied with them
· Unable to establish either short or long-term goals for the organization in such a manner that others can act to achieve them
· Try to impose own beliefs and moral principles on others whether this is welcome or not and do it in a way that is not helpful
· Very much interested in giving others advice but it too often lacks real insight so it becomes just a nuisance
· Makes poor decisions that do not take into consideration the variables and risks inherent to the organization
All the vision and ambition in the world won’t bring about desired results without quickly and objectively identifying not only rock stars but people who may be pitfalls.
We now have the tech to quantify individual performance and teamwork in order to bring about the future results we desire.
Today I am working toward changing the business landscape by using cutting edge tech to objectively identify and recruit team players and build high-performance inclusive teams.
In light of everything I have learned over my career, I have come to understand that knowing and understanding the ways that different people seek to provide meaningful contributions to their teams is the most valuable in predicting future success in a job, on a team and in an organization.
I have effective gone from an outdated talent model of subjective ‘individual performance’ to an updated and integrated talent model of objective, data-driven ‘team performance.
Using experience & awarding winning bias-free Teamability tech I can help you by:
• Providing strategic and objective advice for entering into partnerships, creating leadership teams, selecting individuals to join an existing team;
• Using teaming metrics to identify why some are people are productive and others bring problems and create obstacles;
• Designing high-performance teams and recruiting the best team members for maximum impact, success and value; and
• Recommending actions necessary to remedy team and organizational performance problems
Contact me by email firstname.lastname@example.org or call 416-953-0079 because I have the”secret sauce” necessary for attracting, selecting, developing, leading and motivate people.
I am a progressive and out of the box change agent helping clients to select the right teammates, build high-performance teams and integrate talent acquisition, talent development and engagement to increase ROI and reduce turnover and stress.