Getting Great Results Turning Talent Into Performance: If you did not see this program live, here are some brief presentation notes
The definition of leadership: Someone following someone because he wants to, not because he has to.
Do you want to be right or effective?
Have you ever been so right that no one would talk to you? If you criticize others’ ideas, they will almost never use yours, no matter how good they are.
Effective leaders drop their judgments:
Everybody knows something you don’t. “I disagree, but I am willing to listen.” Thinking you know everything is proof that you don’t.
Listening skills:
You motivate people by listening to them; compassion and attention create dedication. When people feel heard and not judged, they will do more than just the minimum.
Managing difficult personality styles:
A high percentage of employees with difficult behavior may be getting unintentional negative consequences for doing a good job. Don’t reward an effective employee with someone else’s work.
What great managers know:
People don’t change that much. Look for the value they have now. Don’t manage for the miracle; just because you found one diamond in the rough does not mean you are a magic manager. Some people just suck!
Hiring for talent:
Look for the naturally recurring patterns that are needed to do the job. Some people are very articulate and experienced and yet have no ability. If they ask you to further explain the question you just asked them in an interview, tell them it’s their interpretation that’s important. You will now find out who they really are.
Use attribute assessments:
Stop hiring the talent impaired!
You turn talent into performance by aligning goals with talents.
Posted by Ginger Dailey Wynn 
