Subject: Recruit, Inspire & Retain, November, 2001
      November, 2001
      Really Great Interviews * FISH! Learners Wearing Fun
      Meters? * Waiting for the Brick? * You Need a
      Recognition Coordinator * How Training Systems Helps
      Managers Trainers, Team Members, Learn About Each
      Others' Best Way to Learn & Communicate * Have Your
      Senior Managers Outgrown Training? * Places to Go,
      Things to Do * Get 10% off books, tapes & fun stuff at 
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      Really Great Interviews
      How we'd like to interview:
      Reaching the end of a job interview, the HR person
      asked a young engineer fresh out of MIT, "And what
      starting salary were you looking for?"
      The engineer said, "In the neighborhood of $125,000 a
      year, depending on the benefits package."
      The interviewer said, "Well, what would you say to a
      package of 5 weeks vacation, 14 paid holidays, full
      medical and dental benefits, and a company car leased
      every 2 years - say a red Corvette?"
      The engineer sat up straight and said, "Wow! Are you
      The interviewer replied, "Yeah, but you started it."
      How we will interview:
      Example from a restaurant: "We show people the menu
      ask them to tell us which item they would like to
      and why. This tells us about their enthusiasm and
      knowledge of food. Energy level is also important and
      we can get a feeling from body language and eye
      contact we can see if they seem excited about being
      Barbara Sibley and Margaritte Malfy, partners, La
      Palapa. New York, NV
      "For the second interview we have a 'Peer Tour' of the
      restaurant led by a member of the staff. This shows
      potential hires where they will be working, so there
      are no surprises and the staff members get a chance to
      form an opinion."
      Jeff Phillips. GM, The Olive Garden, Ft. Walton. FL
           **TOOL BOX**
           #"Behavior Based Interviewing", by Terri L. 
             Fitzwater, available at
     (10% off
             by typing "RIR" in Special Instructions).
           #Job Description Database: hundreds of job
            descriptions available to members of the Society
            of Human Resource Management, 703-548-3440.
      Get more tips on recruiting great employees at  and then click on RECRUIT
      Have a recruitment, inspiration, training, or
      idea or question? Send e-mail to 
      and we'll post your idea or question (and the answer)
      in Answers & Ideas on Recruiting, Inspiring, Training,
      & Retaining Great Employees at  
      *Wingren's Landscape Maintenance staff who used
      by Stephen Luadin, Harry Paul & John Christiansen in
      their training ("FISH!" helps people learn that they
      must decide for themselves whether an organization's
      vision is worth committing to. They must see it, feel
      it, live it- and when they do, they generate amazing,
      self-sustaining power.)
      *Someone at our website wanted to know the HISTORY OF
      FUN METERS: Several years ago the developer was in the
      Air National Guard on an aircraft flight crew. Their
      flight suits had all the patches velcroed on (name
      unit, command). When they were off duty in the local
      clubs after a mission they would remove their name tag
      and replace it with an embroidered patch of a Happy
      Meter they got in Korea. One night a friend and the
      developer were talking about the patch and they both
      agreed that a patch that was always on Max Happy was
      not necessarily a true representation of their level
      Happy. They needed something that was adjustable. So,
      well into a 12 pack of Bud Lite, the Happy Meter was
      discarded and the Fun Meter was born, designed and
           **TOOL BOX**
           Fun Meter Buttons, available at
      A young, successful executive was traveling down a
      neighborhood street, going a bit too fast in his new
      Jaguar. He was watching for kids darting in and out
      from between parked cars and slowed down when he
      thought he saw something. As his car passed, no
      children appeared. Instead, a brick smashed into the
      Jag's side door! 
      He slammed on the brakes and spun the Jag back to the
      spot from where the brick had been thrown. He jumped
      out of the car, grabbed the kid and pushed him up
      against a parked car shouting, "What was that all
      and who are you? Just what are you doing?" Building up
      a head of steam he went on. "That's a new car, and
      brick you threw is going to cost a lot of money. Why
      did you do it?" 
      "Please, mister, please. I'm sorry. I didn't know what
      else to do," pleaded the youngster. "I threw the brick
      because no one else would stop." Tears were dripping
      down the boy's chin as he pointed around the parked
      car. "It's my brother. He rolled off the curb and fell
      out of his wheelchair, and I can't lift him up."
      Sobbing, the boy asked the executive, "Would you
      help me get him back into his wheelchair? He's hurt
      he's too heavy for me." 
      Moved beyond words, the driver tried to swallow the
      rapidly swelling lump in his throat. He lifted the
      young man back into the wheelchair and took out his
      handkerchief and wiped the scrapes and cuts, checking
      to see that everything was going to be okay. "Thank
      and may God bless you," the grateful child said to
      The man then watched the little boy push his brother
      down the sidewalk toward their home. 
      It was a long walk back to his Jaguar....a long, slow
      walk. He never did repair the side door. He kept the
      dent to remind him not to go through life so fast that
      someone has to throw a brick at you to get your
      It's your choice: Listen to the whisper -- or wait for
      the brick.
      Author unknown
          **TOOL BOX **
          #BUY PACKS of inspirational posters at
          do a Product Search for POSTERS, then look for
          Training Room Posters (30/pack). 
      You Need a Recognition Coordinator
      Now here's a position we all need! Kelly Cielo is the
      Recognition Coordinator in the Rural & Intercity Bus
      Program for the Bureau of Public Transportation in PA.
      When asked how the position came to be she said (in
      really upbeat voice of someone in charge of
      recognition!) that they noticed a gap in internal
      satisfaction. As a state department, they can't give
      gift certificates and many of the other incentives we
      tell you about in Inspiring Tips. So the job was born
      to create new procedures and come up with ideas to
      recognize people. 
      Kelly says the job is great fun! She's working on a
      site for employee recognition, and in October they
      started a team recognition program. She'd be happy to
      help you get a position like hers. mail to: 
           **TOOL BOX**
           #rent "Pay It Forward" for all your employees to 
           #2002 Coach's Calendar: More than a calendar -
            it's a complete coaching system! Available at
    (10% off
            by typing "RIR" in Special Instructions)
      Helps Managers Trainers, Team Members, Learn About
      Others' Best Way to Learn & Communicate
      We use:
      *Wilson Social Styles and can administer it for you:
      email to 
      *Keirsey Temperament Sorter and you can do it online
      *Meyers-Briggs (MBTI) and TRAINING SYSTEMS, INC. has
      several trainers who are certified; email to 
      *Learning Styles - glad to send you a copy; e mail to 
      *DISC and you can order it from 
           **TOOL BOX**
           #Get more ideas at, the
            first online marketplace for professional users
            of personality types.
      Have Your Senior Managers Outgrown Training?
      Leadership education must focus on personal values and
      motives, otherwise behavior won't change. For example:
      *"I used to be late to meetings and miss deadlines,
      blaming it on 'lack of time'. Now I realize that I
      choose to be late. I am accountable to myself, rather
      than a victim."
      *"My box says he will do reviews on time, but still
      procrastinates. I've finally figured out that he
      hates confrontation. This insight won't fix him, but
      now I'm more tolerant."
      *"I used to believe my secretary when she put the
      on others for mistakes. Now I understand that the
      problem is her responsibility, and can coach her to
      take more ownership."
      By reading motives, the senior manager takes more
      responsibility for results. This distinguishes leaders
      from followers. Participants like the success this
      brings. In the words of a recent learner, "This stuff
      really works!"
      Since 1990, the writer has been working with senior
      managers to develop leadership. Here's a short list of
      his most compelling lessons:
      * Avoid excessive detail. Summarize skill formulas to
      one-page "recipes".
      * Coach instead of lecture.
      * Spread sessions 60 days apart, to allow time to
      practice and show results. Limit sessions to 1.5 days.
      * Emphasize small group coaching over lecture.
      cross-industry exposure and peer mentoring.
      * Tailor coaching to the issues each participant is
      currently facing.
      * Use skilled facilitators to probe personal motives
      and behavior.
      * Use 360 degree feedback to measure behavior, before
      and after the training.
      * Write structured action plans to guide back-at-work
      * Encourage learning-by-teaching.
      Thanks to our friend at BDI for letting us reprint
      portions of this from their e-zine Focus First.
           **TOOL BOX**
           #CourseBuilder design/development software
           follows the same principle as "Creating
           Highly Interactive Training Quickly &
           Effectively"...Accelerated Learning! See all the
           components at
           (10% off by typing "RIR" in Special Instructions)
           #Authority Finder, 
            (locates quotes from authoritative sources for
            your topic)
           #Use popular videos in training: go to
  , search by
            topic, then rent it. Mail to 
            to get steps for using videos successfully.
      Get more tips on helping great employees learn at, click TRAIN TIPS.
      NEW FEATURE AT OUR WEBSITE! In addition to Train Tips,
      you can now get new ideas for learning methods you can
      use right away. Click TRAIN TIPS, then LEARNING
      Involve Employees in Strategic Planning & Implementing
      the Plan
      You use the same strategic planning process every year
      - facilitator from outside, flipcharts on wall, board
      room, top level managers, go around the room, put
      colored dots on the goals you most want, leave, come
      back next year.
      Use a process that involves staff. You know - the
      people who are going to be implementing the plan -
      way it'll actually happen, because they were part of
      the planning (there's commitment and they understand
      what to do).
      Make the process fun! We constructed a process for our
      own staff (and we've helped others use it!) using an
      8' x 8' game board. There are 30 paths to the center,
      per person. Each path has 5 squares on the way to the
      center. Each square represents a question they'll
      answer during the planning session. You can use the
      process with fewer (we did it with 10). If you have
      more than 30 people, it's best to run more game
      Everyone receives a few questions to think about and
      the overall organization goal(s) the week before the 3
      hour planning time.
      During the actual planning time, the game board is
      placed on the floor with all staff's chairs circled
      around (or it can be on a large table). Everyone gets
      game piece and planning begins with the first of 5
      questions. The method for getting the answers varies
      with each question and is very fun and interactive.
      We've used slightly different questions for different
      organizations but the idea is the same - each employee
      (really great for board members too) plans their own
      year relating to the overall goal(s). This leads to
      solid action plans for the organization, because it's
      the employee who'll implement anyway, and it cements
      the connection between the goals/plans of the employee
      and the organization. It's caused employees and Board
      members to actually implement the organization plans
      daily along with their own. The 2 plans feel one and
      the same.
      The planning ends with written plans and dates for
      achievement for the organization and each person.
           **TOOL BOX**
          #TRAINING SYSTEMS, INC. Strategic Planning Game
           available at
          #Employee Holiday Gifts! Buy a gift from any of
           230 merchants at, and an amount up to
           15% percent of your purchase will be donated to
           the charity or cause of your choice.
          #"Winning the Talent Wars", by Bruce Tulgan,
           Available at
   (10% off
           by typing "RIR" in Special Instructions)
      Get more tips on retaining great employees by clicking  and clicking RETAIN TIPS. 
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      November 30, 2001
      Computer Security Day, 
      December 2-4, 2001
      Sixth Annual Workplace Learning Conference: High
      High Skills, and High Performance, Chicago, IL, 
      December 3-5, 2001
      Dave Meier's 3-day Accelerated Learning Training
      workshop, Embassy Suites Biltmore, Phoenix, AZ, 
      January 19-22, 2001
      Learning Brain Expo 2002, San Diego, CA, 800-325-4769
      Global Volunteers
      Service programs all over the world from a few days to
      2 weeks in everything from teaching English, building
      bridges to helping local businesses. Call Jules @ 800-
      Copyright 2001 TRAINING SYSTEMS, INC. All rights
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