Result-Orientedness: The ability to take direct action in order to attain or exceed objectives.
defines a job in terms of tangible objectives
commits to neutrally controllable objectives
provides direction aimed at attaining results
asks for objectives to be attained
defines one`s objectives in terms of tangible behavior (measurable results within a deadline)
indicates how objectives will be attained in terms of tangible actions (who, what, when)
evaluates regularly what the situation is regarding to one`s objectives
takes directive action when objectives are in danger of not being attained
looks for alternatives when certain actions have not lead to a desired result
attains or exceeds set goals
sets high standards, defines challenging yet feasible objectives
looks actively for the best way to achieve goals, considers his/her options carefully
mobilizes means and people, even when others need to be persuaded of its necessity
redirects processes regularly, focusing on objectives
does not give in, looks actively for alternative possibilities when confronted with adversity
defines challenging objectives that have an impact on other people`s or the department`s performance
develops an efficient and tangible plan of action with clear objectives, timing, use of means and staff, et cetera
makes tangible agreements with all people involved how to attain objectives
maintains regular communication on proceedings with all people involved
addresses others on attaining objectives when necessary
Result-orientedness can be easily developed if the candidate has a more than average score (7,8,9) on the drives Ambition & challenges, Pragmatism and Purposiveness.
How do you set priorities and goals in your current work? Could you give concrete examples?
How do you make sure you meet deadlines in your work? Did you ever not meet an important deadline? Could you give an example? What would you do differently next time?
What do you do if it looks like your work may not be finished on time?
Could you give an example of a situation in which you blamelessly failed to meet a deadline? Why did you not meet the deadline? What did you do in order to minimize the damage? What did you learn?
Define SMART (Specific, Measurable, Attainable, Realistic, Timely) goals.
Check regularly whether a set goal is still realistic and attainable.
Try and be realistic in your planning.
Differentiate between main and secondary issues. What is really important in order to achieve your goal?
Ensure your candidate sets his own goals which he will practise to attain. Ask for feedback on which goals are attained and which are not.
Ask your candidate to write down five factors that help attain a certain goal and five that get in the way. Encourage him to find a way to deal with the hindering factors constructively.
Evaluate with your candidate how he organizes his life and deals with potential problems. Does anything require a substantial amount of energy?
Let your candidate draw a plan of the clients he wants to visit in the near future; the goal of that visit; and the approach he will take. Ask him to place himself in the client’s shoes and think how he could be more client friendly. Discuss the plan. Is he empathetic enough? When needed, ask him to discuss his ideas with colleagues before visiting the client.
Design a tangible plan with your candidate for the near future. Ensure the goals are SMART (Specific, Measurable, Attainable, Realistic, Timely).
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