Attracting, Developing and Retaining Talent

By Gonzalo G. Ruiz, Jr.
Gonzalo G. Ruiz, Jr. recently retired as Regional President of American Express responsible for Latin America and the Caribbean. Currently, an Executive Consultant and Speaker with GGR & Associates


I’m sure that most of you will agree that when running a business, regardless of size or geographic location, the most valuable asset are your employees, provided they are managed correctly. These critical elements to our business success walk out the door at the end of each day. As business owners, managers and leaders, our most important goal is to lead by ensuring that these employees will look forward to coming back to work each morning, mentally and physically ready to engage in their respective responsibilities, to the fullest of their ability.

So how can we best lead to develop and retain this most important asset that we call talent? Perhaps it would be useful to first define what Leadership is. Harry Truman, 33rd President of the United States, said many years ago, "A leader is a person who has the ability to get other people to do what they don’t want to do, and like it".
Needless to say, this is a complex subject with no patented formula. Innumerable factors come into play, and success will not be either fast or easy. This is particularly hard to accept in today’s world, where society demands immediate gratification. We want it all and we want it now!

Frederick Herzburg, a distinguished professor of Management in the 1950’s and 60’s, conducted extensive research on the sources of employee motivation. The research discovered a contradiction that continues to intrigue people managers today. "The things that make people satisfied and motivated on the job are different in kind from the things that make them dissatisfied and de-motivated."

Generally, when you ask employees what makes them unhappy at work, most likely you will hear about an annoying boss or colleague, an unfair salary, an uncomfortable work space, a dirty restroom, inconvenient parking facilities or some ridiculous rule. These can be categorized as "environmental" factors that make people miserable and can not be ignored. They cannot be ignored because undoubtedly they will have a negative impact on employee morale, will affect customer service, will most likely cause low productivity and, last but not least, will speed up the costly "revolving door" of your employee base, with most of the good ones usually leaving first.

The reality is that people in general, become more motivated, thus more satisfied, when given interesting work, challenging assignments, increasing levels of job responsibility and recognition for a job well done. One must also recognize employees’ accomplishments, particularly in the presence of their co-workers. All of these elements have a very significant positive or negative impact, depending on how you handle them, because in Dr. Herzburg’s opinion they "respond to people’s profound need for growth, achievement and a healthy self esteem" So, allow me to share some of my experiences and factors which propelled high-performance teams I led to have consistently been ranked in the upper percentiles of the American Express Annual Employee Satisfaction Surveys.

In 2004 our Division’s Global President asked me to share some thoughts on how we had managed to consistently accomplish these high marks year after year. Honestly, I could not provide him with a quick response. In fact, I had to give his question a lot of thought. Likewise, I asked my management team for their feedback on the subject.
The answer was not easy to provide at first. After a few meeting we were able to identify at least seven salient fundamentals that we believed played the biggest part in not only developing and retaining talent, but also in attracting it. You see, employees talked to each other and soon the word got out that we were doing something different! The key elements we identified were:

1. Attitude/Aptitude
2. Team Dynamics
3. Adaptability
4. Communication
5. Culture
6. Integrity
7. Employee Focus

For the purpose of this article, I’d like to concentrate on the first element. We will explore the rest in subsequent issues. Identifying attitude and aptitude: In order to develop and retain talent, obviously, first you have to attract the right talent. One that (a) fits well with your existing employees, (b) meets organizational requirements and (c) matches the responsibilities of the job itself, in that order.

The key objective here, beyond the three mentioned above, is to strike a delicate balance between attitude and aptitude. So, start by not reading too much into the crisp resume in front of you and becoming enamored with it. Resumes primarily reflect educational background and job experience, but unfortunately, print is print, and even if you have flowery worded letters of recommendation and/or verbal references from prior employers, the moment of truth is about to take place: Your ability to determine the candidate’s ATTITUDE!
Have a casual conversation without taking too much time to look at the resume. Ask yourself the following questions while the employee is carrying a conversation with you:
Will this individual fit the culture of the company in general and the individual team or department in particular?
From one to ten, what is the level of enthusiasm and positive energy you perceive?
Does the individual project a passion to win?.. Is he/she a potential core player or an illusive butterfly?
Is he/she dressed for success?...How about eye contact?
Do you feel commitment to teamwork or are you dealing with an "island" type attitude that likes to work alone?
Once you have identified these elements, then and only then should you begin to talk about Aptitude. Don’t misunderstand me. I am not saying that you can hire an individual based only on a positive attitude. Can you imagine a pilot of a 747 with a great attitude but a lousy aptitude to fly airplanes!..By the same token, I would not want the same pilot with a tremendous amount of piloting skill who in a difficult moment requiring a positive, confident take-charge attitude, wilts like a flower in a hot summer day.

In Developing and Retaining talent it is imperative to strike a balance between Attitude and Aptitude "before the games begin", because, you see, it is far easier to develop aptitude and job skills through training and developmental programs than to begin to change a deeply ingrained attitude.
An attitude is internal and influenced by many years of experiences. Attitude traits are generally part of the values formed from the early years of one’s life and cemented by the way in which we see ourselves. Attitude is developed by one’s ability to take a stand and overcome the challenges which life presents us on a daily basis. Can attitude be taught? I believe that it can. Yet, only if the person is willing to be completely open and willing to give it a try. Remember the old saying, "you can lead a horse to water but you can’t make it drink it!
In summary, to develop and retain talent a leader must pay attention to the "environmental" factors that contribute to employees’ dissatisfaction on the job, as well as to the "motivating" factors that make people enjoy going to work every day and give their best. We have listed seven fundamentals that play the biggest part in attracting, developing and retaining talent, and have looked at the first one involving individual attitude and aptitude. In future issues we will discuss the other six contributing elements.

Is your child safety seat properly installed?

Child Passenger Safety Month focuses public awareness on preventing accidental injuries to child passengers riding in cars and other types of transportation. But for one local businesswoman, child safety is top-of-mind every single day.

As the owner and president of Safer Kids And Homes, professional childproofer Patti Norton Laird dedicates herself to helping parents and caregivers make their homes and cars safer for babies, toddlers and young children.
"The average home is not designed, constructed or furnished with the safety needs of a child in mind," Laird noted. "And with car seats – while they may provide peace of mind to the parent – many are improperly installed, and children may still be at risk for serious injury in an accident."

Safer Kids And Homes carries top rated child safety seats by Britax, Radian and SafeGuard, as well as a number of auto safety accessories. And Laird, a certified child passenger safety technician, can also make sure your new child safety seat is properly installed. For a free copy of Safer Kids And Homes’ Child Passenger Safety Checklist, call 305-854-KIDS or e-mail SaferKids@aol.com.

Laird, a mother of two and a former teacher and preschool director, started Safer Kids And Homes in 1994. Her expertise, professionalism and customer focus led to numerous referrals from satisfied clients, and with help from Laird’s business partner, Janice Pruett, the company grew quickly.

In 2005, leveraging the experience they gained childproofing thousands of homes throughout South Florida, Laird and Pruett opened Florida’s first and only store dedicated entirely to child safety. Laird describes the store, located at 8843 S.W. 132nd Street in The Shops by The Falls, as a "one-stop child safety shop" where parents can find all the products and services they need to make their homes and cars safe for their little ones.
In addition to child safety seats, Safer Kids And Homes carries the same hard-tofind, field-tested safety products that Laird and her team use every day in their childproofing business. Customers can also find high-quality furnishings and accessories such as Svan high chairs, Bumbo baby seats and Joovy strollers, plus Kettler trikes and a wide selection of unique, kid-safe toys.

"The awareness created by Child Passenger Safety Month is invaluable and no doubt has helped save many lives," Laird said. "For all of us at Safer Kids And Homes, however, every day is an opportunity to help prevent a tragedy at home or on the road."

Safer Kids And Homes is open Monday through Saturday from 10 a.m. to 5 p.m. For more information,
call 305-854-KIDS or visit
www.resourceliving.com