Speakers Who Know How to Get the Best Return on Human Capitol

The first and most important investment any business (large or small) makes, is an investment in human capitol. As a world leader in delivering training programs to increase performance, Dr. JP Pawliw-Fry notes “People buy people, ideas, then products; not the other way around.” Whether business owners seek to start up, expand, or maintain operations, Eagles Talent Speakers on Recruitment and Retention explain how to invest in and motivate employees to achieve optimal potential.

The Hiring Process: Take Time and Seek Truth and Cohesion

Hiring new individuals is an investment and should therefore take time and consideration. World expert on hiring, Brad Smart, estimates that companies typically achieve only 20% success rate in hiring when they employ typical hiring procedures. The reason for this results from potential candidates hyping up resumes and consequently lacking cohesion with fellow employees once hired.

To overcome the hype, Brad urges employers to allow time in the hiring process to cross-reference candidate applications and incorporate team discussions in the hiring process to ensure that the candidate is genuinely suited for the position. By taking the time to follow up on candidate resumes, employers can ensure that the person they are hiring is as qualified and capable as they present themselves on paper or in an interview. Furthermore, involving more employees on the hiring committee will allow for more company feedback can help determine whether the potential candidate will work well with the team prior to the hire.

“Make the leap between being a manager and being a leader” –Mike Abrashoff

As former commander of the Naval ship the USS Benfold, Mike Abrashoff had first hand experience turning a surprisingly low morale and under-preforming fleet into an efficient and motivated one. In his best selling book, It’s Your Ship, Mike explains how he turned a low preforming crew into the finest ship in the Pacific Fleet by seeing the ship through the eyes of the crew and linking the ships success with the personal success of his crewmen.

Mr. Abrashoff used what he calls a “Leadership Roadmap” to lead rather than manage the ship by interviewing each member of his crew and reminding them that this was their ship too. Through this experience, we see how “Investment in training and education can help employees realize that ‘were all in this together.”

Today, as a leadership coach and speaker, Mike explains that the only way to motivate employees to achieve their full potential at work is to ensure employees that their business is not and one man show; the employees own it as much as the managers.