An exclusive study reveals what separates motivational leaders from mere managers.Are you a leader? Or just a manager? What's the difference, you ask? If you don't know, you'll want to click here to read more.

It is a widely accepted business practice to use a personality assessment during the hiring and selection process. The assessment uncovers aspects of the candidate's personality that may be hard to identify during the job interview. By using a personality assessment, the hiring manager is taking that extra step to ensure a strong fit and that the candidate is truly matched to the job. The assessment can be integral in developing behavioral-based interview questions that uncover a person's motivation, potential and overall suitability. Click here to read more.

Even if you are not a race fan, there is something exhilarating, almost magical, about seeing a fiery car, in a blaze of color, fly into a pit, as crew members, in yellow, fire-retardant suits, at breakneck speeds, change tired, refuel the tank, replace hoses, make sure the engine is humming, attend to the driver, and, without a wasted motion, amid the incessant roar of engines, in a continuous blur of activity, get the car back into the race.

Such pit stops can take less than ten seconds. Ultimately, they are where records are won, and races lost.

Businesses, in this tight economy, can learn a lot about building peak performance teams from such pit crews. Click here to read more.

When it comes to hiring, we are still trapped by the past. Experience is what we look for in job candidates. We often view experience as the ultimate tie-breaker when making a final decision.

Some executives will even use experience as the primary factor in attracting job candidates, looking first in their competitors' backyards for individuals who are ready to make a move. Conventional wisdom is that experience will poise someone to hit the ground running. But the price tag for taking this road can be high. Click here to read more.

Deciding on the right person to become an agent, producer, or CSR within your district is a very important undertaking. Does your office have the resources to make an objective, informed decision that will choose the person that will lead your office into the future armed with the tools needed to meet the challenges of today's insurance market? Or will your office choose its next member based solely on a "gut" reaction gained from a face-to-face interview? Click here to read more.

Finding the right talent is the number one strategic goal of many corporations today. Why? Because of the finite number of qualified job candidates in the marketplace, competition for the best employees is at a fever pitch.

Unfortunately, attrition continues to be a huge convern for these same organizations, because while they are hiring at a record pace, employees continue to walk out the door in search of a workplace that is a better fit for their personality and work style. Most companies, however, just don't take into consideration the importance of job fit and behavioral characteristics when hiring, two of the most important considerations for their employees. Click here to read more.

Every day, in corporations across America, employees get placed into jobs for which they are ill-suited. Some prospective agents/producers may have shown promise in past sales positions, only to fail when put into a position of running their own business. Why do these hiring mistakes occur with such frequency? Because first impressions are often deceiving and resumes don't tell the whole story about a candidate.
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