Top Performance by Zig Ziglar

Author:Zig Ziglar [Ziglar, Zig]
Language: eng
Format: mobi, epub
Tags: BUS058000
ISBN: 9781585580149
Publisher: Baker Publishing Group
Published: 2004-08-31T14:00:00+00:00

PERFORMANCE PRINCIPLES

* * *

Everyone needs recognition.

Pride = Personal Responsibility In Daily Effort.

Outstanding recognition programs recognize the qualities that are pertinent to company and individual success and reward these qualities.

The three A’s for excellence are:

a. Attitude

b. Aggressiveness

c. Appearance

10

Getting to Know You … and Me, Too!

The primary skill of a manager consists of knowing how to make assignments and picking the right people to carry out those assignments.

Lee Iacocca

Have you ever wondered why you hit it off so well with one person and never could seem to get along with another? Why is it that your new boss seems to be so much more difficult to deal with than the last one? What is it that really accounts for the difference in personality types and styles? The person who can unlock the key to these questions has a definite advantage in understanding himself and others.

What does this have to do with Top Performance? Quite a bit. Top Performers know themselves and know how to deal effectively with different personality types. We don’t treat everyone the same. The manager who says, “I treat my people all the same,” is going to be very ineffective. If you can recognize some of the basics of different personality types, you will be surprised at the difference it will make in your ability to deal with people.

There is a great deal of information on the market today that gives us insight into the personality types of others and ourselves. Psychologists administer the Briggs-Meyer Analysis. Dr. Carl Jung, the Swiss psychoanalyst, wrote in Psychological Types in the 1920s, “What really accounts for personality differences is that every individual develops a primacy in major behavioral functions.” He went on to elaborate on the inherited and developed traits we all possess. At Ziglar Training Systems we use the Personal Profile System from Performax Systems International, Inc. The more we know about ourselves and others, the better suited we are to deal with people in our complex society. Early in my career I would not have considered using a personality profile in hiring employees, and today I cannot imagine hiring anyone without this tool—not just for our sake but for the sake of the employee as well. Let me give you two specific examples.

When Ron Ezinga was considering my offer to become president of the Zig Ziglar Corporation some years ago, we agreed that it would be wise for us to be tested for compatibility. Neither of us was interested in getting involved in a business relationship that was anything less than a workable one, because joining our firm meant Ron would have to resign the presidency of a larger company and move his family over a thousand miles to Dallas. It also meant major changes in our company and a substantial change of direction for me personally. Our getting together seemed natural, because I was speaking over a hundred times a year and was substantially less than effective in running our business. Ron’s job was financially rewarding but did not permit him full use of his creative skills, organizational abilities, and management expertise.

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