Chapter 6The Power of a Personal Success Profile (PSP)

The Challenge

The standard job description is normally too broad and general to influence high-leverage behaviors on a daily basis. Although job descriptions are important to organizational clarity, they don't affect enough of what matters most now. In addition, they are rarely updated often enough to maintain maximum relevance. As a result, in many organizations, job descriptions serve more as a human resources wish list for desired behaviors than as an effective driver of the daily activities most essential to reach the organization's goals.

Five Tips for PSPs

  1. PSPs should take a broad job description and narrow it down to include a concise compilation of daily, weekly, and monthly master the art of execution (MAX) acts required from each team member. A PSP can be created for various positions and may even vary slightly among individuals holding the same position. For example, a new salesperson's PSP may initially focus heavily on practicing product presentations, whereas a veteran's might outline a specific number of calls to one's customer base as a daily nonnegotiable.
  2. PSPs should be in writing and should be signed off on by the team member. This eliminates misunderstandings and excuses like, “I didn't know I was supposed to do that,” “You should have been clearer,” or “I can't read your mind.”
  3. PSPs should be updated as necessary to maintain relevance. As economic conditions, certain seasons, product cycles, competitive ...

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