Tuesday, March 27, 2018

Character Defined...

John G. Miller, author of the book QBQ! The Question behind the Question: Practicing Personal Accountability in Work and in Life, has an email list called Quick Notes. This email comes out about weekly and gives some good thoughts for business professionals. This week’s topic was hiring character over credentials.

As believers, we should be striving to be molded into the image of Christ, which may not be the image that many business professionals strive for, but I do strongly agree with the idea of personal accountability. And if we are living a life of faith, our character should shine for all to see. Here is what John Miller wrote about character:

Character defined: The aggregate of traits that form the individual nature of a person including moral or ethical qualities such as honesty, courage, integrity.

Character is what we need to hire from the outside and promote from within. Let's reward people with these foundational qualities:

1. Coachability. If a person possesses an arrogance that prevents them from taking input, forget it. If they aren't starving to learn, to become excellent, to gain new knowledge and skills, you don't want them. If they aren't going to listen to their manager, pass them by.

2. Work ethic. In this world of entitlement thinking, when we find someone who will work, we've found a diamond in the rough. Look for the "5&5 Rule," meaning if they will habitually arrive 5 minutes early and stay 5 minutes beyond quitting time, you have a foundation on which to build. But if they are more concerned with how much vacation and sick time they'll get, pass them by.

3. A heart of service. Any candidate who enjoys helping others solve their problems and desires to go to the "Nth Degree" demonstrating patience with customers who are not always right (But are always the customer!), is the person we needed on the team yesterday. But if they have a "What's in it for me?" or "Why are customers such a pain?" attitude, pass them by.

4. Accountability. Carefully listen for finger pointing and victim thinking. If they blame their last employer, their family of origin, or the weather for their situation in life, send them packing. One QBQ, Inc. client gives a QBQ! book to every candidate that makes it to Round Two. The assignment is to read and return with a verbal summary of the content and what it means to them. This is an effective way to understand their view of the role of accountability in their work life. If they don't "get it," pass them by.
These were written to assist in the hiring process (for businesspeople), but let's look at them personally. If these are an accurate idea of character, are you a person of character? How are you doing…

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