Preparing Your Organization Now For The Recovery: How to Tap into Your Best Resource Part 2

“The glory of great men should always be measured by the means they have used to acquire it.” La Rochefoucauld

In part one, we focused on issues that come up with communication and we will delve further into this complex subject. We knew one organization that placed a very high performing accounting coordinator into a sales role. This person was very unhappy and ended up leaving the company. If they would have simply recognized the skills and desires of the individual, they would not have lost a top performer. If someone is a troubleshooter, let them troubleshoot. If someone is in need of a process then strive to provide that for them. If someone is very creative then tap into it; otherwise, they could feel unchallenged and bored. When we strive to understand people’s strengths and manage accordingly, we then set them up for success. Use the information you gathered during the interview process, reference checking, and an in-depth work style and personality assessment to gain deeper insight for how to effectively work together.

A Success Story

One final story. An organization with a customer service department was not meeting the volume level they had set for inbound calls. The manager blamed the reps and identified them as “C” players. Later, this manager was placed in a different department and a new manager was brought in. This person sat down with each individual and then with the whole group. The manager utilized information collected from in-depth work style and personality assessments of the team to understand the team members.

As a team, they discovered that within twenty-four hours of delivery, calls were coming in to inquire about the time of the delivery and additional questions about the product. The team brainstormed ideas of how to reduce the inbound questions so that they could take new order calls. Together they came up with a simple idea of providing updates to the customer regarding the delivery as well as creating an information page for the typical product/delivery questions. The call volume changed dramatically. The team members were later asked why these ideas had not been suggested in the past. The response was very simple—no one had ever asked them. They had been reprimanded for lack of performance rather then asking for their input in order to solve the problem. The results were improved productivity, performance, and job satisfaction, since they now had an environment that invited participation and teamwork.

Discover Your Leadership Style

To find out what your leadership style is, you can take a quick leadership assessment by clicking on this link:

It is a very helpful tool for managers, supervisors and team members to complete and discuss with their team.

Action Items

The following are some action items to consider:

  1. Contact Lighthouse Consulting Services, LLC to learn how you can use an in-depth work style and personality assessment for the hiring process, staff development, and personal growth (
  2. Utilize the information gathered from in-depth work style and personality assessments to manage more effectively. This will in turn reduce the learning curve for on-boarding and help to better understand the individuals that you work with.
  3. Place yourself and others in positions that take advantage of strengths to ensure success.
  4. Be clear with expectations, listen carefully and paraphrase when something seems to be an obstacle for the person.
  5. Take the time to mentor people to succeed through empathic understanding of how they might approach an opportunity or challenge, and work together to build a common bridge. You can learn more about in-depth work style and personality assessments and how to incorporate them into a hiring and staff development process for your organization by visiting our website, There you can sign up for our Keeping on Track publication that provides monthly proactive articles.

Is your hiring methodology designed to attract top talent. If you want to assess the quality of your hiring process download a free copy of our 8 Point Hiring Methodology Assessment Scorecard. CLICK HERE to download.

You should also join our Hiring and Retaining Top Talent group on Linkedin. There are many great articles and discussions on  hiring. CLICK HERE to join.

Author’s Bio

Dana Borowka, MA, CEO and Ellen Borowka, MA, COO of Lighthouse Consulting Services, LLC have over 25 years experience in the area of business and human behavioral consulting. They have been helping organizations both nationally and internationally in raising the hiring bar through using in-depth work style assessments.  They are nationally renowned speakers and radio personalities on this topic. They have built a well recognized organization that provides expert interpretation of in-depth work style assessments during the hiring process, providing a variety of workshops and assisting those with communication challenges. They are authors of the book, “Cracking the Personality Code”. To order the book, please go to

If you would like additional information on this topic or others, please contact your Human Resources department or Lighthouse Consulting Services LLC, 3130 Wilshire Blvd., Suite 550, Santa Monica, CA  90403, (310) 453-6556, & our website:

Lighthouse Consulting Services, LLC provides a variety of services, including in-depth personality assessments for new hires & staff development, team building, interpersonal & communication training, conflict management, workshops, and executive & employee coaching.


About the Author

Dana Borowka, along with his wife, Ellen, run a Personality Assessment Company called Lighthouse Consulting. They provide personality assessments used in hiring decisions and team building. Dana and Ellen have authored a book for improving hiring decisions and and strengthening effective leadership, titled "Cracking the Personality Code".

Speak Your Mind


CommentLuv badge

Spam Protection by WP-SpamFree