The Star Profile: A Management Tool to Unleash Employee Potential

Product Information

I'm going to share with you what I call a star profile. It's a description of the actual behaviors that make the difference, in my view, between a successful and an unsuccessful fit between the candidate and the job. I'll share each characteristic and why I chose the words I did. We'll then discuss whether you see yourself in that role."

We need a leader who fervently believes that the whole is greater than the sum of its parts. This is a leader who gives credit and recognition to others, delegates effectively, and takes pride and satisfaction in helping others maximize their abilities. What are your thoughts on this topic?" I agreed. However, rather than embark on a progressive disciplinary path, which I abhor, we worked out a transition plan that worked for both of us. After she left, we remained on friendly terms. It came as no surprise that Bob and I strongly recommended hiring Mary. However, the executive committee decided otherwise. After we shared the star profile characteristics and the candidates' responses, an executive vice president spoke up:"If I understand you, Jathan, if we hire Mary she's going to want to be involved in strategic decisions such as what I'm planning in expansion of my division. Is that right?" With Janet, that same profile sentence drew a blank. The concept of maximizing human capital ROI seemed foreign to her. She struggled when I asked for a representative experience. Finally, she mentioned having found a cheaper health insurance plan, which I had trouble matching to "trusted coach maximizing human capital ROI." What happened? I had conflated the ability of the candidate to get a job with his ability to do it.Here's an example of how a star profile is used in the hiring process. To ensure that his company made a good hiring decision for vice president of operations, an HR director decided to use a star profile. After reflecting on the various needs, priorities and challenges of this position, as well as the personality styles of the key stakeholders with whom the vice president would interact, he came up with the following:

Over the years, the company grew and prospered. Eventually, Mary was promoted to senior vice president with a staff of 22 HR professionals. Showcasing their abilities and application of skills and experience much better, than the candidate with the long list of qualifications … and almost always winning the job offer. This was Janet's response to the third characteristic:"When I get aggravated by an over-the-top executive, I go to my office, close the door, take out a box of chocolates from my desk and eat one." Result - over a period of 3 months, there was an 25% increase in sign-ups to the newsletter and the approach I took was used by the management team in other departments. Think about it this way:If someone knows nothing about you, will they be able to determine how good your skill in this area is by reading this?That is now the only way to compete internationally and stand out above other similar candidates with a similar set of skills, qualifications, and experiences. For the third characteristic—being supportive of the boss when telling him he's wrong—Mary related how she's used humor to settle down highly charged, Type A executives.

The interview with Janet ended uneventfully. With Mary, it ended with her saying, "It's Friday. Can I start Monday?" had positive results, although less successful examples can be used if you can demonstrate the lessons learned and how errors would be avoided in future Fewer than 0.5% of LinkedIn users are active on LinkedIn.Just raising your activity level is great, but then adding value to your activity by showcasing your skills, abilities, personality, character, enthusiasm, interest, and many other traits by sharing your excellence, is gold! HR is not a bureaucracy! It provides a vital function in ensuring compliance and protecting employers from claims!"After conducting a nationwide search, the committee narrowed the candidates to two: Janet and Mary, both highly qualified, experienced HR professionals. Several years ago, one of my clients in the health care industry decided to create a new position: vice president of human resources. The company had grown to such a size that its executive committee felt the need for a senior HR leader. The CEO joined the discussion and effectively ended it. He said, "Jathan, I'm in my 60s and have been in many organizations. I've never heard of an HR [function] like what you and Bob describe. It's intriguing, and maybe down the road we can consider it, but I don't think we're ready for that model now." I’ve made samosas with cucumber chutney – an example from OCR. Samosa and cucumber chutney evaluation It is a shame that so few people neglect this easy, simple, free way of standing out head and shoulders in the international world of job searches and career strategy.