Chris Saffer & Sharon Saffer join Deepak Chopra, Jack Canfield, & Dr. Dennis Waitley in a new book,
Stepping Stones to Success!
Goals & Proven Strategies from the Industry’s Leading Experts
SEVIERVILLE, TENNESSEE— Chris Saffer & Sharon Saffer, keynote speakers and authors, have been selected from a nationwide search to be featured in Stepping Stones to Success; a highly successful book series from Tennessee based Insight Publishing. The book features best-selling authors Deepak Chopra (The Power of Purpose), Jack Canfield (Chicken Soup for the Soul), & Dr. Denis Waitley (featured in The Secret). Chris & Sharon Saffer, Chopra, Canfield, and Waitley, are joined by other well known authors and speakers, each offering time-tested strategies for success in frank and intimate interviews.
Chris Saffer is an industry leading certified coach, trainer, speaker and consultant. He maintains that lasting organizational and personal change begins with clarity. He has developed proven systems by modeling and reproducing intuitive, high performing behaviors in people across cultures, industries, and market sectors and aligning those behaviors with clients’ desired outcomes.
He is currently President and Cofounder of Solutions 5 Consulting LLC, a training and coaching company specializing in business strategy refinement, organizational leadership, turn around/exit strategies, sales training, and human performance enhancement. His company motto, “Clarity-Perception-Discernment-Action-Solutions” is the five step framework with which he achieves consistent results with his clients.
Sharon Saffer, MSW, is an industry leader in the psychology of leadership and human performance enhancement. She is a certified coach, trainer, speaker and consultant. She asserts that people have within them such a powerful force that once they get in touch with it nothing can prevent them from being, doing or having whatever they want in life. She maintains that clarity is key in igniting this life force and finding purpose and meaning in life. Sharon is Cofounder of Solutions 5 Consulting LLC, a training/coaching company specializing in human performance enhancement.
For more information on Chris & Sharon Saffer and to order your copy of Stepping Stones to Success, contact:
Chris & Sharon Saffer
Seattle Location
5427 55th St Ct W
University Place, WA 98467
www.solutions5.com
Las Vegas Location
7341 W Charleston # 160
Las Vegas, NV 89117
(253) 678-7252
coaching@solutions5.com
Improving personnel performance is an ongoing challenge to managers nationwide. Solutions 5 Consulting developed a cutting edge Employee Development Program to meet that challenge. The program complements management skill set by preparing reports on the behavior and attitudes of employees, based on the results of assessment instruments. The use of Winslow Reports provides immediate and accurate insight into the characteristics that influence the success of your organization.
Research proves when employees fail in their positions, in more than 90% of the cases the failures are directly attributed to some aspect of human behavior. Individuals do not usually fail because they lack education, experience, training, or skills. They fail because their personality and behavior is not compatible to the behavioral requirements of their particular positions.
The Winslow Employee Development Reports will provide valuable insight into why some employees are functioning successfully and why others are performing unsatisfactorily. The Reports enable employees to capitalize on their personality assets and control behaviors that are limiting or preventing success in their positions. Our program begins by utilizing the Winslow Assessment, thus discovering the strengths and liabilities that are contributing to their current results and identifies the gaps and obstacles that hold people back. Then we design a tailored plan to increase performance. This proven system is a valuable asset in achieving and maintaining optimum personnel performance.
The Winslow Employee Development Program is an Internet-based system to enhance the performance of all your current employees. The Winslow Profile measures the personality, behavior and attitudes of your employees. The Winslow Reports provide feedback on the employee’s behavior compared to the behavioral requirements for their specific position. This user-friendly system enables management to administer their assessment activity and have total control over the process. One or preferably two employees of the organization will be trained to serve as Winslow Reports Administrators. In just a few hours, they will become competent Internet Webmasters. For a nominal additional fee, they can receive more comprehensive training and become Winslow Profiles Certified. Following are the procedures, features, functions and components of the Internet Assessment System.
Private Winslow Website: at no cost to your organization, a secure Internet Website will be created and available to your organization.
Position Analyses: the first step is to conduct informal or formal position analyses to identify the behavioral requirements for the positions of your participating employees. A Certified Consultant can conduct the analyses via telephone with the managers on your staff most familiar with each position.
NLP stands for Neuro-Linguistic Programming, a name that encompasses the three most influential components involved in producing human experience: neurology, language and programming. The neurological system regulates how our bodies function, language determines how we interface and communicate with other people and our programming determines the kinds of models of the world we create. Neuro-Linguistic Programming describes the fundamental dynamics between mind (neuro) and language (linguistic) and how their interplay effects our body and behavior (programming).
Your business doesn’t rely on your people. It is your people. You and the rest of the people in your business are solely responsible for your success so far, and it is in its people that the great untapped potential lies.
Solutions 5 is a consulting company that transforms your business by accelerating excellence in people.
Unleashing human potential in business, helping people to enjoy and excel in what they do, aligned in high performing teams with inspiring leadership. That’s our recipe for what we do in shaping high performing businesses.
How? We model and reproduce intuitive, high performing behaviors in your people and align those behaviors within your strategy and culture.
We accelerate excellence by developing the people who have the power to transform your business, the people who you wish you had more of.
Our unique knowledge, tools and principles have been developed from modeling high performers across cultures, industries and market sectors. So we really do understand what makes high performers tick. And we have captured this knowledge in an employee development program that delivers guaranteed, predictable, extraordinary results.
- •Know Thyself… •Winslow Assessment
- •CLarity •Get Clear about your vision, mission, values and your true outcome
- •Formulate a plan •Make clear plan back engineered from your desired outcome and in line with your current vision and values.
- •Take Massive Action… •Take action!! Find a way to hold yourself accountable to daily action toward your goals.
- •Sustain Your Focus.. •Measure your results, tweak your plan, get even more clear about what you want. •Make it compelling enough to be willing to do whatever it takes.
Vulnerability is being honest with your thoughts and feelings, being open with your doubts and fears about an idea, an associate’s performance, or your own performance, and being able to admit mistakes openly.
Being vulnerable frees us from the need to control and allows us to be truly dependent on others. You don’t really succeed at anything in an organization by yourself. By taking the risk of being open, others on your team are more likely to take a similar risk. Your wins are greater and more frequent, and you experience new levels of loyalty and commitment.
Why is vulnerability important to your business?
When leadership expresses vulnerability, it makes you real to those you influence. It empowers you to lead from who you really are and not who you would like people to think you are. It removes the self-imposed restraints of unrealistic expectations.
Choosing to be vulnerable is a risk. Not everyone will respond in kind. Not everyone will be kind. Most however, will respond with openness, appreciation and respect. It allows people to see you as human and frees you up from ridiculous expectations that no one can live up to.
Vulnerability is an expression of humility, a long sought after and not often found quality in leadership today. People will follow humility, mixed with strength.
In these challenging economic times businesses need to be looking for every advantage to become and stay more profitable. The amount of time, energy and resources that are allocated to employee development shows, without a doubt, that this is an area that needs its effectiveness to be maximized. In the employee development and selection process it is money well spent to utilize the best management tools available. One of the most important of these is the use of human behavioral assessments.
No matter what business cycle we are in, good times or bad, there is always a need to get employees to perform more effectively, promote from within and fill vacancies. During difficult times the number of applicants can be tremendous. Utilizing assessments is even more critical at these times because of the tighter economic environment. There are fewer dollars to be allocated and the evaluation, promotion and hiring cycle is a costly process. The employee development and selection method using behavioral assessments will help company management identify the ideal candidate.
Assessments in some form or fashion have been used for a number of years. With over 2,500 assessments available in the market place, much research and analysis has gone into their development.
Why is it that organizations have set standards, policies and procedures to optimize the work environment but when it comes to the evaluation, development and selection process it is often left to the “tyranny of the urgent.” Just get a warm body in there and hope it works out.
If these same standards, or lack thereof, were applied throughout an organization it would spell immediate disaster. The most critical pieces of the puzzle include the people who keep it all together and their ability to add to success or failure to an organizations productivity, yet too often we just don’t take the time. A manager’s job is very difficult these days but a lot of this is directly related to poor employee evaluation or hiring practices and not identifying people who will be successful in the position being filled. The technical skills are not only to be evaluated but even more importantly is does their behavior fit for the work to be done and the organizational culture?
Without a doubt, poor evaluations, promotion and hiring practices affect profitability. And it is profitability of a company that affects an organization’s bottom line. It is imperative to have people who are competent and have the correct behavioral fit so that production in the specific area of expertise is seamless and without issue.
How much does it cost a company to not develop their employees, to promote the wrong individual or hire the wrong person? The cost in any of these three areas can be 1 to 4 times an employee’s annual salary and benefits. These cost are generally hidden that, unfortunately, are never addressed as far as their impact – they are just accepted as a cost of doing business. A Harvard University study reports 80% of turnover can be blamed on mistakes made during the employee selection and hiring process. Every employee you hire and manager you promote is a considerable investment.
“Behavioral assessments testing is the most objective, economical way of obtaining necessary information for predicating an applicant’s probability of success in any position.”
Dr. Denis Waitley
Many business people are finding ways to increase their chances of hiring or promoting the right person for the right job at the right time. Consultants and industry experts are increasingly turning to behavioral assessments for many reasons. The cost, in expense and heightened anxiety levels, of hiring or promoting the wrong person is rising relentlessly.
Most information on applications for employment are predictably subjective. Resumes present only positive information, some of it exaggerated. Stricter EEOC regulations and the threat of lawsuits for discrimination make it difficult to obtain negative information from an applicant’s previous employers. Even former employers willing to comment on an applicant rarely give the real reasons he or she left the former organization. Experienced interviewers can often obtain additional information, but many applicants are skilled at being interviewed and can mask their true personality. Behavioral assessment testing is the most objective, economical way of obtaining necessary information for predicting an applicant’s probability of success in any position.
The following points are a few more of the benefits of utilizing behavioral assessments:
• Match personnel with jobs where they will be successful
• Improve employee retention and reduce unwanted turnover costs
• Help determine which individuals are the best fit for promotion and leadership roles
• Coach for improved performance
• Improve morale and communications
• Improve selling skills
• Improve evaluation and coaching effectiveness to identify an individual’s strengths and weaknesses
• Develop training programs that are customized to an employee’s needs
Behavioral assessments look at an individual’s behavior style based on their personality and the situations they can find themselves in. Assessments provide an objective, non-judgmental analysis developed through research and repeated validation with the purpose of helping people to understand behavioral styles and personality types.
Behavioral assessment is a excellent tool for skill development, and very helpful to those who recognize that they must be lifelong learners. In leading companies, behavioral and personality assessments can identify employees skills and match them with jobs into which they can grow, helping to prepare people to assume key positions in the near or even the distant future. The idea is to assess personality and talent, then provide the coaching or mentoring to develop it. It is worth noting that personality assessment is primarily to help determine whether this person will be successful in that job
1. Research proves when employees fail in their positions, in more than 90% of the cases the failures are directly attributed to some aspect of human behavior. Individuals do not usually fail because they lack education, experience, training, or skills. They fail because their personality and behavior is not compatible to the behavioral requirements of their particular positions.
2. To create lasting organizational change you have to create change in individual people
3. Your business is not about your product, it’s really about your people
4. Innovation in a function of organizational attitudes.
5. Business coaching is one of the fastest growing segments of business in the world.
Sometimes we make the mistake of feeling that we will never achieve what we want when we fail when in fact failure is only feedback, letting you know what you’re doing is not working. Which is a gift allowing you to escape the definition of insanity (doing the same thing over and over and expecting a different result). The only way to continue to grow as human is to fail, to have to become resourceful, and take the feedback to change your habit. It’s time to take the hits that life is delivering and keep moving forward.
I hope this inspires you!
http://www.youtube.com/watch?v=_Z5OookwOoY
Some may say “on fire” or “passionate” or “inspired”! What makes for a life in alignment?
Clarity! You must get a clear picture of what your core values are. What it is you really want, and what that looks, feels, sounds, smells and tastes like? How will you know when you have it? Where are you now in relation to your ideal business?
The real difference between average and extraordinary is a combination of:
· Clarity – clearly written goals and vision of the future that is compelling enough
· Hard work ethic/mindset – willing to do whatever it takes
· Opportunity – have the right opportunity present itself at the right time
· Culture – surround yourself with people that are successful in the way you want to be.
· Coach – have a mentor/coach that will challenge you and help you break through to the next level
In this economy you have to set yourself apart with the things that you can control which is your mindset. I am truly passionate about helping people live to their full potential and to create freedom in their lives and their businesses.
At the end of the day you don’t know what you don’t know and you can’t know what questions to ask to know what you don’t know, which means if you did know what you needed to know to be where you want to be you would already be there.
 The Winslow Assessment
1. They have common sense
2. They are not a victim
3. They have high ambition
4. They right down their goals
5. They are highly flexible
6. They have high self confidence
7. They are resilient
8. They are clear about why they want to achieve their goals
9. They control their mindset
10. They are willing to do whatever it takes
As a psychology major, a sales manager, and a national training manager I ran across many different tools for predicting successful performance. There are 2,500 commercially available personality assessments. What I found was that people are good actors and that about 99% of all the assessments available are subjective, which is great when you want to pump someone up in a training but not great when you’re looking at hiring someone and investing thousands in training. I have really only found one assessment that has the history, and the validity rate that can guarantee accurate results and has been for over 30 years. It’s the Winslow Assessment; it gives you a sneak peek behind the curtain to see what the employee will be like after the probationary period is over with a 91% accuracy. Most company’s hire on skill set and fire based on attitude, why not hire based on both.
I look forward to hearing your additions.
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