Welcome to Chapter One of CFF University I am Matt Manero. I cannot tell you how many people we have hired, trained, and fired in our 26 years in business. We just weren’t good at it.
You’re Struggling With Hiring and Firing
I’m sure you can relate to what I just said. You’re struggling with hiring and training and retaining great people. And so we moved about six years ago to doing personality testing. Every single person who applies for a position at commercial fleet is put through a personality test. It helps us understand who they are, what they’re good at and what they’re not good at.
It means we no longer have to just trust them in the interview process of our, or off of the resume that they provided, but we can actually get real data that tells us about the person and our hiring and our firing problem has changed dramatically. We only bring in people who have passed the personality test, and we think they would be a good fit for our business. It also allows us to communicate wonderfully with the people who aren’t a good fit by saying your personality test doesn’t match the skill set that we need.
So you might be best inclined to go do something else. Other than us hiring them, they don’t work out. And we all throw our hands up and say, you know, can’t find good people.
We Need To Test The People When Hiring
We can’t find good people because we don’t test the people. So on chapter one of CFF university, the first building block of building a great business is to start doing testing of your employees, both your current and your future employees. Now at commercial fleet, we use a company called predictive index predictive index. You could use so many whatever you want to do, whether you want to get the disc or you want to get the Myers Briggs. It doesn’t matter where you get the personality test from. But step number one of building a great business is test your people for their skillset.
What are they great at? And what are they not great at? And know that before you hire them.
So on the screen right now, you’re looking at my predictive index results. And basically what it shows is a wide range of behaviors. Very quickly. The AE on the graph stands for ambition. Drive the B stands for desire of relationships. In other words, do I love to talk about the cowboy football game on Wednesday? When the game was over on Sunday, the see is patients and the D is attention to detail. And all of those are connected to the midline, right?
Where that triangle is in the midline. So the further away I get from that triangle in the midline, the more dominant my behavior becomes. And basically what you’re seeing on the graph is I can’t work for anybody. Like I’m the, I’m the rebel, I’m the bull in the China shop. I know that now about myself. And I also know why I do the things I do.
Handling Pressure Situations
I know that in a pressure situation, I’m pretty much going to be the person that wants to say everybody get out of my way. I’ll do it. And when the company scales and you get bigger and you end up having key people in key departments, that behavior becomes problematic. Your people begin to say, my boss doesn’t empower me. My boss keeps getting in my way. My boss is not trusting of me. Well, that’s not the case. It’s just that that’s my behavior. And when we began to understand that, that was my behavior, I got better. And so did the people around me.
They began to understand why I do the things I do. And I began to understand why I do the things I do. So step number one of CFF university is to encourage you. I’m going to go downright require you to start doing personality testing in your organization, and then share the information with your people.
Even if you’ve got people on staff right now, and you start to do this, have them do the test, never hire anyone without doing personality testing so that you can get a deep understanding of who you are, why you act the way you act and who they are and why they act the way they act. And then you can begin to put the right people on the right seat, on your bus, called your company.
Test Every 30 Days – Recap
Final takeaway on this piece of information, return to the results every 30 days, because now that you know who you are and they know who you are and you know who they are, you will gravitate back to your previous behavior patterns. And by pulling out the test every 30 days, and again, sharing it with your team, you might even go so far as putting it on the doors of everyone’s office or everyone’s cubicle share the information before you walk into that meeting and you’re ready to rip somebody’s head off or, you know, blow the place up. You might recognize that that person doesn’t respond well to that type of behavior, because you can see their predictive index or their personality test.
Before you walk into their office. Personality testing is a key component to building an amazing business, because have to do a better job of understanding who we are, who they are and how we communicate well together. Hope you enjoyed episode one chapter, one of CFF university.
Let’s move on to chapter two.