Comments for Data Dome | Blog - News and Events http://datadome.com/newsblog Assessments are the key to unlocking higher productivity Sat, 27 Aug 2011 06:55:38 +0000 hourly 1 http://wordpress.org/?v=3.3.2 Comment on Retaining Key Personnel: Understanding The Risk of Boredom by DISC profile http://datadome.com/newsblog/2011/03/08/retaining-key-personnel-understanding-the-risk-of-boredom/comment-page-1/#comment-1935 DISC profile Sat, 27 Aug 2011 06:55:38 +0000 http://datadome.com/newsblog/?p=577#comment-1935 Using the DiSC Profile in an organization’s workplace will improve the overall productivity levels in all areas of the environment. If human resources and senior management will focus their time and efforts in continuously improving the training and development of all employees, that organization will achieve more success, reduce turnover, and boost overall team satisfaction. Using the DiSC Profile in an organization’s workplace will improve the overall productivity levels in all areas of the environment. If human resources and senior management will focus their time and efforts in continuously improving the training and development of all employees, that organization will achieve more success, reduce turnover, and boost overall team satisfaction.

]]> Comment on Sales Hiring Mistakes – Experience isn’t Everything by Sales Hiring Mistakes | Peak Sales Recruiting, Inc. http://datadome.com/newsblog/2011/05/03/sales-hiring-mistakes-experience-isnt-everything/comment-page-1/#comment-1854 Sales Hiring Mistakes | Peak Sales Recruiting, Inc. Fri, 06 May 2011 17:40:07 +0000 http://datadome.com/newsblog/?p=591#comment-1854 [...] Good post over at Data Dome about top sales hiring mistakes and how experience is not the only thing that matters. We absolutely agree and while experience is absolutely important, it is only in so much as it is both relevant to the unique selling environment and it is evaluated properly. We posted a video about The Most Common Sales Hiring Mistakes that we see (link here) and hiring mistakes you want to avoid (link here). See the Data Dome article here -> Sales Hiring Mistakes – Experience isn’t Everything [...] [...] Good post over at Data Dome about top sales hiring mistakes and how experience is not the only thing that matters. We absolutely agree and while experience is absolutely important, it is only in so much as it is both relevant to the unique selling environment and it is evaluated properly. We posted a video about The Most Common Sales Hiring Mistakes that we see (link here) and hiring mistakes you want to avoid (link here). See the Data Dome article here -> Sales Hiring Mistakes – Experience isn’t Everything [...]

]]> Comment on DISC Assessment Expert Visits Personal Branding Show by David Cohen http://datadome.com/newsblog/2010/07/29/disc-assessment-expert-visits-personal-branding-show/comment-page-1/#comment-42 David Cohen Fri, 30 Jul 2010 03:20:14 +0000 http://datadome.com/newsblog/?p=415#comment-42 Art, It was great having you on the show! Your wisdom and perspective on how assessing behavior can benefit an individual in building their personal brand were right on target for my listeners. Come back any time! -David http://blogtalkradio.com/david-cohen Art,

It was great having you on the show! Your wisdom and perspective on how assessing behavior can benefit an individual in building their personal brand were right on target for my listeners.

Come back any time!

-David

http://blogtalkradio.com/david-cohen

]]> Comment on The World According to DISC: The Low Side of Stress Styles by The World According to Kettle Corn | Data Dome | Blog - News and Events http://datadome.com/newsblog/2010/04/02/the-world-according-to-disc-the-low-side-of-stress-styles/comment-page-1/#comment-28 The World According to Kettle Corn | Data Dome | Blog - News and Events Tue, 01 Jun 2010 10:25:32 +0000 http://www.datadome.com/newsblog/?p=334#comment-28 [...] and gradation in the DISC spectrum. Even when we’ve discussed the low-end of DISC scores (The Low Side of Stress Styles) we’ve simplified the discussion by treating each of the four categories as if they were the [...] [...] and gradation in the DISC spectrum. Even when we’ve discussed the low-end of DISC scores (The Low Side of Stress Styles) we’ve simplified the discussion by treating each of the four categories as if they were the [...]

]]> Comment on Behavior Here, Behavior There, Behavior Everywhere by admin http://datadome.com/newsblog/2010/02/05/behavior-here-behavior-there-behavior-everywhere/comment-page-1/#comment-25 admin Fri, 19 Mar 2010 05:13:07 +0000 http://www.datadome.com/newsblog/?p=274#comment-25 I certainly agree on changing group/individual behavior. Could it be that intrinsic motivation is as simple as enjoying the behaviors it takes to be successful in a job? If I can be myself, do things the way I like and don’t have to adjust much, knowing my natural behavioral style won’t change much, I would think that’s a major part of intrinsic satisfaction. If I have to constantly focus on changing myself to better fit the job, I will suffer energy loss, frustration and stress trying to become somebody I am not intrinsically. Liking what I do – behaviorally – seems to me to be intrinsic. Extrinsic motivation comes from the outside, not the inside. What is the “extra” I need to do something I am not currently doing or may not enjoy doing, possibly out of my “character” or norm. The “extra” typically is the carrot – money, power, altruism, knowledge, harmony, doctrine/religion. We each have our priorities as to which of these are important and which are not, as well as how important they may be. One of my disagreements with Pink is his (among others) determination on which of these is higher in his hierarchy. Why is Altruism higher than Harmony/aesthetics, which is in turn “higher” than the others? People who write books on what to look for in the perfect job so often base their recommendations on what would make them happy and assume it works for everyone. Some people do not care about helping others unless they meet their particular criteria for “deserving” help, and they may not change that view as they get older. Is there really anything wrong with that? Is the quest for knowledge really less “advanced” than the quest for harmony/aesthetics? These are judgment calls, and I don’t believe these writers should be passing judgment. Many problems the world faces today are based on differences in these extrinsic motivators or passions. We assume if someone else does not value what we do, they are “wrong”, instead of simply different. We base our decisions on the extrinsic motivators, so they are visible and dynamic. We need to understand this and not necessarily be so judgmental. In the workplace, our intrinsic motivation comes from our behavioral performance – liking the work we do. The extrinsic motivation comes from the rewards of the job – money, power, knowledge, etc. If we are not receiving the rewards most valued by us, our life is not fulfilled, and we move on. I certainly agree on changing group/individual behavior. Could it be that intrinsic motivation is as simple as enjoying the behaviors it takes to be successful in a job? If I can be myself, do things the way I like and don’t have to adjust much, knowing my natural behavioral style won’t change much, I would think that’s a major part of intrinsic satisfaction. If I have to constantly focus on changing myself to better fit the job, I will suffer energy loss, frustration and stress trying to become somebody I am not intrinsically. Liking what I do – behaviorally – seems to me to be intrinsic.

Extrinsic motivation comes from the outside, not the inside. What is the “extra” I need to do something I am not currently doing or may not enjoy doing, possibly out of my “character” or norm. The “extra” typically is the carrot – money, power, altruism, knowledge, harmony, doctrine/religion. We each have our priorities as to which of these are important and which are not, as well as how important they may be. One of my disagreements with Pink is his (among others) determination on which of these is higher in his hierarchy. Why is Altruism higher than Harmony/aesthetics, which is in turn “higher” than the others? People who write books on what to look for in the perfect job so often base their recommendations on what would make them happy and assume it works for everyone. Some people do not care about helping others unless they meet their particular criteria for “deserving” help, and they may not change that view as they get older. Is there really anything wrong with that? Is the quest for knowledge really less “advanced” than the quest for harmony/aesthetics? These are judgment calls, and I don’t believe these writers should be passing judgment. Many problems the world faces today are based on differences in these extrinsic motivators or passions. We assume if someone else does not value what we do, they are “wrong”, instead of simply different. We base our decisions on the extrinsic motivators, so they are visible and dynamic. We need to understand this and not necessarily be so judgmental.

In the workplace, our intrinsic motivation comes from our behavioral performance – liking the work we do. The extrinsic motivation comes from the rewards of the job – money, power, knowledge, etc. If we are not receiving the rewards most valued by us, our life is not fulfilled, and we move on.

]]> Comment on Behavior Here, Behavior There, Behavior Everywhere by Aubrey Daniels http://datadome.com/newsblog/2010/02/05/behavior-here-behavior-there-behavior-everywhere/comment-page-1/#comment-24 Aubrey Daniels Tue, 16 Feb 2010 18:26:02 +0000 http://www.datadome.com/newsblog/?p=274#comment-24 First, thanks for mentioning OOPs. Second, you cannot change group behavior without understanding individual behavior. Third, I am not a fan of Dan Pink. See my blog: aubreydanielsblog.com (Drive Me Crazy). I mention that because you said that I deal with external environment and stimuli. While that is correct, it is not complete. I am trying to understand human behavior wherever it occurs. Pink seems to think that he, or Deci, discovered intrinsic motivation. I am just as concerned with intrinsic reinforcement as he is -- actually more so. The questions are where does it come from and how do you create employees who are intrinsically motivated? Pink doesn't really answer either question. I made up an old saying that answers it, "You can't be proud of yourself, till someone has been proud of you." First, thanks for mentioning OOPs. Second, you cannot change group behavior without understanding individual behavior. Third, I am not a fan of Dan Pink. See my blog: aubreydanielsblog.com (Drive Me Crazy). I mention that because you said that I deal with external environment and stimuli. While that is correct, it is not complete. I am trying to understand human behavior wherever it occurs. Pink seems to think that he, or Deci, discovered intrinsic motivation. I am just as concerned with intrinsic reinforcement as he is — actually more so. The questions are where does it come from and how do you create employees who are intrinsically motivated? Pink doesn’t really answer either question. I made up an old saying that answers it, “You can’t be proud of yourself, till someone has been proud of you.”

]]> Comment on 12 Questions When Selecting a Drug Testing Program by Terry Box http://datadome.com/newsblog/2006/04/27/12-questions-when-selecting-a-drug-testing-program/comment-page-1/#comment-6 Terry Box Thu, 28 Aug 2008 12:46:01 +0000 http://datadome.com/blog/2006/04/27/12-questions-when-selecting-a-drug-testing-program/#comment-6 Not only should you ask the 12 questions but you should be aware of the cost of drug and alcohol abuse in the workplace. A recent study by the National Chamber of Commerce has identified the following. The national average estimate for the cost of substance abuse to a company per user is $7,000 in lost productivity, accidents, absenteeism and replacing fired and suspended employees. Use the following formula to estimate the cost of employee substance abuse in your business: 1. Estimate the percentage of your total number of employees that use drugs. The national average is 17 percent. 2. Multiply the number of employees you have by this percentage. 3. Multiply that by the national average cost per substance abuser ($7,000). 4. The result is the annual cost of substance abuse within your company This is why you should drug screen your employees randomly as well as pre-employment. Not only should you ask the 12 questions but you should be aware of the cost of drug and alcohol abuse in the workplace. A recent study by the National Chamber of Commerce has identified the following.

The national average estimate for the cost of substance abuse to a company per user is $7,000 in lost productivity, accidents, absenteeism and replacing fired and suspended employees.
Use the following formula to estimate the cost of employee substance abuse in your business:
1. Estimate the percentage of your total number of employees that use drugs. The national average is 17 percent.
2. Multiply the number of employees you have by this percentage.
3. Multiply that by the national average cost per substance abuser ($7,000).
4. The result is the annual cost of substance abuse within your company

This is why you should drug screen your employees randomly as well as pre-employment.

]]> Comment on Job Recruitment – Networking Still the Reality by David Jobs Bournemouth Agency http://datadome.com/newsblog/2007/02/22/job-recruitment-networking-still-the-reality/comment-page-1/#comment-9 David Jobs Bournemouth Agency Tue, 08 Jul 2008 14:39:19 +0000 http://datadome.com/blog/2007/02/22/job-recruitment-networking-still-the-reality/#comment-9 The old saying "work to live not live to work" is one step on the way to a healthy lifestyle. Better still is finding a job that you actually love doing and getting a happy balance between work and leisure. Good article a business relationship is the same as any social relationship, once you know, or become aware of somebody even fleetingly on the day to day, you start to encorporate them into your trust circle. The old saying “work to live not live to work” is one step on the way to a healthy lifestyle. Better still is finding a job that you actually love doing and getting a happy balance between work and leisure. Good article a business relationship is the same as any social relationship, once you know, or become aware of somebody even fleetingly on the day to day, you start to encorporate them into your trust circle.

]]> Comment on Art Schoeck at Scarlett Leadership Institute by musei torino http://datadome.com/newsblog/2008/02/14/art-schoeck-at-scarlett-leadership-institute/comment-page-1/#comment-21 musei torino Tue, 17 Jun 2008 01:00:51 +0000 http://datadome.com/blog/2008/02/14/art-schoeck-at-the-scarlett-leadership-institute/#comment-21 Sounds like it would be a very worthwhile event. Sounds like it would be a very worthwhile event.

]]> Comment on How to Update WordPress at Yahoo Small Business Hosting by Nate http://datadome.com/newsblog/2007/04/21/how-to-update-wordpress-at-yahoo-small-business-hosting/comment-page-1/#comment-16 Nate Fri, 29 Feb 2008 00:24:34 +0000 http://datadome.com/blog/2007/04/21/how-to-update-wordpress-at-yahoo-small-business-hosting/#comment-16 the biggest problem is that yahoo doesn't allow access to .htaccess, and won't install to the root directory, I got around both and have written it out in simple form here....hope it helps: http://natespost.com/index.php/install-wordpress-on-yahoo-server/ the biggest problem is that yahoo doesn’t allow access to .htaccess, and won’t install to the root directory, I got around both and have written it out in simple form here….hope it helps: http://natespost.com/index.php/install-wordpress-on-yahoo-server/

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