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Shannon Young

Coach - Accelerator of People's Performance at

Member Since September 2015

Bondi Junction, NSW, 2022

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52 FOLLOWERS

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Shannon Young answered this question

Thang Do
Thang Do, Project Intern at SavvySME

Recruitment

Does referral boost the confidence to distinguish a good candidate from a bad one?

Also just so you know I did 1 as most important and then 2 as next most important. it didn't say in the survey so i am letting you know in case others do it the opposite way.

Shannon Young answered this question

Thang Do
Thang Do, Project Intern at SavvySME

Recruitment

Does referral boost the confidence to distinguish a good candidate from a bad one?

Quick clarification but the title is confusing. A referral is different from a reference. A referral is when someone recommends someone for the job and a reference is what the candidate gives you to check his employment history (and character if you can).I do this process for a small business so will complete the survey.Let me know if you want to chat further about this.thanksShannon

Team Management

Can you "MAKE" your team CARE about their job?

Just as you can't force someone to love you, you can't "make" someone love their job. But you CAN create an environment wherein they will want to engage with their work and care about what they do, by fulfilling a few key human needs, These human needs are to: be valued as an individual make a difference connect with others and a bigger picture By fulfilling these cor...

Shannon Young answered this question

How do you change a culture of chaos to one that adopts systematic processes?

I agree with Jeff regarding leadership as key to culture change. I specialised in culture change for 8 years and that was the key.Additions to realise are that people people need to let go of the old way of doing things. I agree with Jeff that this is where understanding WHY the change is happening is key. People need a reason to change. Overall connect the change to a purpose that means something to everyone - communicate this in a way everyone understands and gets WIIFM (whats in it for me)Remember that you can change all the systems you want but unless you get the people to transition (that internal change within themselves), they will always find a way to do things the way they have always been done. People tend to run in "transition deficit" and so are on or two steps behind the actual change that you are implementing.A way to get them to buy in to the change is involvement (agree with Jeff again) as people want some control during this uncertain chaos of change itself and gaining input is a way to do so. A large insurance company took a huge gamble in a change program a few years ago and opened up their entire organisational structure for feedback from ALL of their staff. That is a huge show of trust and belief in their people and this brought them on the journey.and communicate, communicate, communicate. I tell you, you cannot over communicate in times of change. Once you stop communicating people will fill in the blanks themselves and that can be really scary.SoSHARE WHY, INVOLVE ALL AND COMMUNICATE OFTEN

Shannon Young answered this question

What makes a sales team great?

I have seen in great companies that the teams are motivated by a shared purposed that is understood by each person and has meaning for each of them.This links in with Dan Pink's work on the 3 key motivations:AutonomyMastery PurposeBeing able to satisfy these 3 things by connecting them to something bigger than themselves is extremely motivating and also engenders loyalty that goes beyond money.For a sales team this can be tricky as they are traditionally recognised by money however in my sessions with sales managers in current times with tight budgets, they have learned that their team members want more than money. Money is a hygiene factor and to push for long term high performance you need to satisfy those 3 key motivations:Empower them to do their job - AutonomyTrain them to do their job well - MasteryLink what they do to something bigger - Purpose

Business Coaching

What's the Difference Between My Goals, My Objectives, My Strategies and My Tactics?

In working with business owners and start ups, I have experienced that we need to differentiate between these terms as often times as they are confused or substituted for one another.  A common example of the confusion is that what is stated as the "goal" is actually an "objective." This can lead to confusion amongst your teams as they will have different interpretations of your meaning and impo...

Team Management

Can you "MAKE" your team CARE about their job?

Just as you can't force someone to love you, you can't "make" someone love their job. But you CAN create an environment wherein they will want to engage with their work and care about what they do, by fulfilling a few key human needs, These human needs are to: be valued as an individual make a difference connect with others and a bigger picture By fulfilling these cor...

Business Coaching

What's the Difference Between My Goals, My Objectives, My Strategies and My Tactics?

In working with business owners and start ups, I have experienced that we need to differentiate between these terms as often times as they are confused or substituted for one another.  A common example of the confusion is that what is stated as the "goal" is actually an "objective." This can lead to confusion amongst your teams as they will have different interpretations of your meaning and impo...

Shannon Young answered this question

Thang Do
Thang Do, Project Intern at SavvySME

Recruitment

Does referral boost the confidence to distinguish a good candidate from a bad one?

Also just so you know I did 1 as most important and then 2 as next most important. it didn't say in the survey so i am letting you know in case others do it the opposite way.

Shannon Young answered this question

Thang Do
Thang Do, Project Intern at SavvySME

Recruitment

Does referral boost the confidence to distinguish a good candidate from a bad one?

Quick clarification but the title is confusing. A referral is different from a reference. A referral is when someone recommends someone for the job and a reference is what the candidate gives you to check his employment history (and character if you can).I do this process for a small business so will complete the survey.Let me know if you want to chat further about this.thanksShannon

Shannon Young answered this question

How do you change a culture of chaos to one that adopts systematic processes?

I agree with Jeff regarding leadership as key to culture change. I specialised in culture change for 8 years and that was the key.Additions to realise are that people people need to let go of the old way of doing things. I agree with Jeff that this is where understanding WHY the change is happening is key. People need a reason to change. Overall connect the change to a purpose that means something to everyone - communicate this in a way everyone understands and gets WIIFM (whats in it for me)Remember that you can change all the systems you want but unless you get the people to transition (that internal change within themselves), they will always find a way to do things the way they have always been done. People tend to run in "transition deficit" and so are on or two steps behind the actual change that you are implementing.A way to get them to buy in to the change is involvement (agree with Jeff again) as people want some control during this uncertain chaos of change itself and gaining input is a way to do so. A large insurance company took a huge gamble in a change program a few years ago and opened up their entire organisational structure for feedback from ALL of their staff. That is a huge show of trust and belief in their people and this brought them on the journey.and communicate, communicate, communicate. I tell you, you cannot over communicate in times of change. Once you stop communicating people will fill in the blanks themselves and that can be really scary.SoSHARE WHY, INVOLVE ALL AND COMMUNICATE OFTEN

Shannon Young answered this question

What makes a sales team great?

I have seen in great companies that the teams are motivated by a shared purposed that is understood by each person and has meaning for each of them.This links in with Dan Pink's work on the 3 key motivations:AutonomyMastery PurposeBeing able to satisfy these 3 things by connecting them to something bigger than themselves is extremely motivating and also engenders loyalty that goes beyond money.For a sales team this can be tricky as they are traditionally recognised by money however in my sessions with sales managers in current times with tight budgets, they have learned that their team members want more than money. Money is a hygiene factor and to push for long term high performance you need to satisfy those 3 key motivations:Empower them to do their job - AutonomyTrain them to do their job well - MasteryLink what they do to something bigger - Purpose

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