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The 13 Characteristics of Successful People

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The 13 Characteristics of Successful People

Posted on 15 November 2016 by CRadmin2

By Jeffrey J Mayer

I’ve spent many years studying successful people and have identified the skills, talents and characteristics that enable them to succeed. As you look at and study these skills, talents and characteristics, you’ll realize that you possess many of them yourself. Some of these skills and talents are more dominant than others are and will play a greater part in your being, or becoming, a success in the business of life. These are the things you do well. The things you do easily and effortlessly. These are your strengths.

When you find you need a skill or talent you don’t have, just go out and look for a person or group of people with the skills, talents and training you need: skills and talents that complement your own. These people will become your teammates, colleagues, co-workers, professional advisors and friends. With these combined skills and talents, organizations grow, prosper and become successful.

These are the five things you’ll find every successful person has in common:

  1. They have a dream.
  2. They have a plan.
  3. They have specific knowledge or training.
  4. They’re willing to work hard.
  5. They don’t take no for an answer.

Remember: Success begins with a state of mind. You must believe you’ll be successful in order to become a success.

The following is a list of the skills, talents, and characteristics you’ll find in successful people:

1. Successful People Have a Dream. They have a well-defined purpose. They have a definite goal. They know what they want. They aren’t easily influenced by the thoughts and opinions of others. They have willpower. They have ideas. Their strong desire brings strong results. They go out and do things that others say can’t be done.

Remember: It only takes one sound idea to achieve success.

Remember: People who excel in life are those who produce results, not excuses. Anybody can come up with excuses and explanations for why he or she hasn’t made it. Those who want to succeed badly enough don’t make excuses.

2. Successful People Have Ambition.They want to accomplish something. They have enthusiasm, commitment and pride. They have self-discipline. They’re willing to work hard and go the extra mile. They have a burning desire to succeed. They’re willing to do whatever it takes to get the job done.

Remember: With hard work, come results. The joy in life comes with working for and achieving something.

3. Successful People Are Strongly Motivated Toward Achievement.They take great satisfaction in accomplishing a task.

4. Successful People Are Focused.They concentrate on their main goals and objectives. They don’t get sidetracked. They don’t procrastinate. They work on the projects that are important and don’t allow those projects to sit until the last minute. They’re productive, not just busy.

5. Successful People Learn How to Get Things Done.They use their skills, talents, energies and knowledge to the fullest extent possible. They do the things that need to be done, not just the things they like to do. They are willing to work hard and commit themselves to getting the job done.

Remember: Happiness is found in doing and accomplishing, not in owning and possessing.

Anecdote: Many years ago, I was asked, “Jeff, do you like pleasing habits or pleasing results?” As I pondered that probing question, and squirmed in my chair like a worm at the end of a hook, I felt as if I had painted myself into a corner. A few moments later, I answered, “I like pleasing results.” From that moment on, my life changed. I began to do the things that were difficult, because they enabled me to achieve my goals.

6. Successful People Take Responsibility for Their Actions.They don’t make excuses. They don’t blame others. They don’t whine and complain.

7. Successful People Look for Solutions to Problems.They’re opportunity minded. When they see opportunities, they take advantage of them.

8. Successful People Make Decisions.They think about the issues and relevant facts, give them adequate deliberation and consideration and make a decision. Decisions aren’t put off or delayed. They’re made now!

SuccessTip: Spend more time thinking and planning before you make your decision, and you’ll make better decisions.

SuccessTip: When you don’t get the expected results from the decision you’ve made, change your course of action. Decisions should never be carved in stone.

9. Successful People Have the Courage to Admit They’ve Made a Mistake.When you make a mistake, admit it, fix it and move on. Don’t waste a lot of time, energy, money and/or other resources trying to defend a mistake or a bad decision.

Remember: When people are wrong, they may admit it to themselves. If they are handled gently and tactfully, they may admit it to others and even take pride in their frankness and broad-mindedness. But people become very defensive and angry when others try to cram their mistakes down their throats.

10. Successful People Are Self-Reliant.They have the skills, talents and training that are needed in order to be successful.

11. Successful People Have Specific Knowledge, Training, Skills or Talents.They know the things they need to know to be successful. And when they need information, knowledge, skills or talents that they don’t possess, they find someone who does possess them.

12. Successful People Work With and Cooperate With Other People.They have positive, outgoing personalities. They surround themselves with people who offer them help, support and encouragement. They are leaders.

13. Successful People Are Enthusiastic.They’re excited by what they’re doing, and that excitement is contagious. They draw people to them because these people want to work with them, do business with them and be with them.

About the Author

Jeffrey Mayer helps business owners, corporate executives and sales professionals set their priorities, get focused and achieve their goals so they can grow their business, get ahead in life and live their dreams. This article is reprinted with permission from Jeffrey Mayer’s Succeeding in Business ewsletter. To subscribe to Jeff’s free newsletter, visit http://www.SucceedingInBusiness.com.

Copyright© 2003, Jeffrey J Mayer. All rights reserved. For information, contact FrogPond at susie@FrogPond.com.

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Traditional Job Descriptions Don’t Attract Top Talent: Define Success for Qualified Candidates

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Traditional Job Descriptions Don’t Attract Top Talent: Define Success for Qualified Candidates

Posted on 26 July 2013 by CRadmin2

By Brad Remillard

A recent research study identified the ten biggest mistakes companies make when hiring. The study included more than 130 companies ranging in size and from a wide variety of industries.

The number one hiring mistake made was rather surprising and one rarely even considered by most companies. Yet, this one mistake impacts the whole hiring process, including how candidates are sourced, where to find candidates, compensation, performance management, advertising, position title and what questions should be asked during the interview. Everything seems to go sideways all because most companies fail to properly define the real job.

The first reason why using traditional job descriptions are ineffective is that they describe only the minimum qualifications required for the position. Most job descriptions describe the least qualified person, not the real job. This often leads to hiring the least qualified. The harsh reality is that, when you define a job in mediocre terms, odds are you will attract and hire mediocre candidates.

The second reason is that traditional job descriptions fail to focus on what defines success in the role. If you want to hire successful people, start by defining success instead of the person. Most agree that a person who simply performs the duties and responsibilities outlined in traditional job descriptions would rarely be considered a success. In fact, most candidates would not last long in a company that is growing and outpacing the competition.

Just because the person has the experience listed doesn’t mean they can deliver the desired results. Past experience is actually a poor indicator of future performance. Past performance is a better indicator, but the best indicator is their ability to deliver results in your company. After all, you are hiring for your company with your culture, your resources, your systems, your budget, your management style and your company’s values, not for what they did at a past company.

For example, how many times have you heard someone say: “We’re looking for such and such position.” The reply is, “What are you looking for?” The typical answer is usually, “We need a person with X years experience, X years in our industry, team leader, strategic thinker, good communications and X education is preferred.” This is all about the person and nothing about what defines success in the role or what the person is expected to deliver once he or she is on board. It is naturally assumed if the person has the experience mentioned, they can deliver the expected results. It is our contention that experience has nothing to do with delivering results. Just because the person held the role with the last company doesn’t mean they are the right candidate for your company.

Instead of using the traditional job description, consider defining success in the role. Do this by creating a list of success factors. Success factors are simply the results you want this person to deliver, in order for you to consider this person a successful hire.

Using the above example, success factors would define exactly what the role needs to deliver, usually within the next 12 to 18 months, to be considered an outstanding hire.

Following is a set of three typical success factors:

  • Within the first 30 days, develop a plan of action that will improve on-time deliveries from 85 percent to 96 percent and present the plan to the head of the company.
  • Within 6 months, develop and begin implementing a vendor-qualifications program that will ensure zero defects and 100 percent on-time deliveries from vendors.
  • Within 9 months, consolidate the operations of two locations and produce a cost savings of at least 15 percent.

Continue developing these success factors until there are five or six that clearly define what is expected of the candidate once on board.

Now, when asked the question “What are you looking for?” The answer is, “We need someone who can improve on-time deliveries to 96 percent, can implement a vendor qualifications program and consolidate operations with at least a 15 percent cost savings.”

The next step is to find a person that can accomplish these success factors. When that happens, this person will have the right experience. It might be five years of experience. It could be 10 years of experience. It really doesn’t matter as long as they can deliver the results.

Using the success factors as a hiring guide sets the stage for a successful hire. Instead of the traditional job description, the success factors clearly define expectations and let candidates know what is expected of them once they come on board. The success factors define success in the role and not minimum qualifications. After all, isn’t that what you really want to hire?

About the Author

Brad Remillard is a speaker, author and trainer with more than 30 years of experience in hiring and recruiting. Through his corporate workshops and industry association speaking engagements, he demonstrates how organizations can effectively attract, interview, hire and retain top talent. Brad is also the co-founder of Impact Hiring Solutions and coauthor of You’re NOT the Person I Hired: A CEO’s Guide to Hiring Top Talent. For more information on Brad’s hiring training programs or speaking, visit www.bradremillard.com.

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