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Hiring Stars

Chuck Bankoff - Wednesday, April 06, 2016
 Hiring Stars


Hiring stars is crucial to superior success and happiness. I hire for character first, energy second and competencies/results third, only after the first two categories are assured.


Following are character strengths and a five-question "results" interview guide I recommend you consider when hiring.


Look for other ideas and models on our web site toward optimizing your success and happiness.


Vance Caesar Ph.D.


Hire Right


Most Senior Leaders have found that hiring the right talent is their most significant responsibility. To do that, many hire for character first, energy second and competencies third. What competencies? The proven competencies that create the results that they want to pay for during the next phase


The biggest question is: How do you hire for character? Below are the character strengths we suggest you consider:


1.     Zest: approaching life with excitement and energy; feeling alive and activated

2.     Self-control: regulating what one believes, feels and does; being self-disciplined

3.     Social intelligence: being aware of motives and feelings of other people and oneself

4.     Gratitude: being aware of and thankful for the good things that happen

5.     Love: valuing close relationships with others; being close to people

6.     Hope: expecting the best in the future and working to achieve it

7.     Humor: liking to laugh and tease; bringing smiles to other people; seeing a light side

8.     Creativity: coming up with new and productive ways to think about and do things

9.     Curiosity: taking an interest in experience for its own sake; finding things fascinating

10.  Open-mindedness: examining things for all sides and not jumping to conclusions

11.  Love of learning: mastering new skills and topics on one’s own or in school

12.  Wisdom: being able to provide good advice to others

13.  Bravery: not running from threat, challenge, or pain; speaking up for what’s right

14.  Integrity: speaking the whole truth and presenting oneself sincerely, genuinely and transparently

15.  Kindness: doing favors and good deeds for others; helping them; taking care of them and thyself

16.  Citizenship: working well as a member of a group or team; being loyal to the group

17.  Fairness: treating all people the same; giving everyone a fair chance

18.  Leadership: earning follower-ship that delivers the expected results

19.  Forgiveness: forgiving those who’ve done wrong’ accepting people’s shortcomings

20.  Modesty: letting one’s victories speak for themselves; not seeking the spotlights

21.  Prudence/Discretion: being careful about one’s choices; not taking undue risks

22.  Appreciation of beauty: noticing and appreciating all kinds of beauty and excellence

23.  Spirituality: having beliefs about the higher purpose and meaning of the universe

24.  Respect: honoring one’s word and journey as one honor’s the word and journey in all …. while honoring all that is

25.  Grit: finishing what one starts; completing something despite obstacles; a combination of persistence and resilience


*Adopted from Chris Peterson and Martin Seligman’s book "Character Strengths and Virtues"



A Results Based Interview Guide

1. Why have you been working the past/”five” years?

2. What results/strengths have you demonstrated?

3. What weaknesses and areas of low engagement have you demonstrated and how have you shored yourself up?

4. What set backs have you experienced and what have you learned from each?

5. When I talk with the five people who knew you best the past “five” years, how will they answer questions 1-4?


Reference: “Who: The A Method for Hiring” by Geoff Smart and Randy Street, September 2008

Why We Work - (Job Currencies)

Chuck Bankoff - Wednesday, April 06, 2016
   I.         Legacy – or a higher purpose that could include:

o   Improving the human condition

o   Stopping us from losing something that’s crucial to a good life

o   Building up something that’s important

o   A spiritual calling


    II.         Relationships with powerful people that when we’ve earned enough trust give us a chance to make more of a difference or to have greater influence in the world


  III.         Relationships we enjoy like great friends, a feeling of fraternal closeness, a feeling of high trust and inter-dependence


   IV.         Remuneration: money in any form


     V.         Fun that could include:

o   Affirmation or (scoring and being on top of the scoreboard)

o   An energizing place to be


   VI.         Brand/reputation that gives us more resume and political/social power


 VII.         Learning and Growing as we become better prepared to create more success and happiness


VIII.         Lifestyle including a life that is:

o   Family centric

o   Faith centric

o   Health centric

o   Adventure centric


Reference: The Vance Caesar Group, 2016

Ten Roles We Play “Daily”

Vance Caesar - Wednesday, April 06, 2016
I.         * Lead: earning followers through:

A.    Authority

B.    Expertise

C.    Respect (reverent power)

    II.         * Manage: controlling resources to deliver expected results with the right quality, speed, cost and learning.

  III.         Do: activities that we “do”

  IV.         Mentor: Offer-trusted advice around the mentee’s interests

    V.         * Coach: a results partner who usually asks:

A.    Where (or who) are you?

B.    Where (or who) do you want to be?

C.    What is your plan to get (be) there?

D.    How can I help you hold yourself accountable enough to create enough success?

E.    What resources (including relationships) can I best bring to your journey?

  VI.         Learner

VII.         * Teacher: transferring data, information, understanding, usefulness and perhaps wisdom

VIII.         * Therapist: Assisting in healing and reframing

  IX.         * Mediating: Connecting disparate positions or beliefs as with A.D.R. (alternative dispute resolution) as a focus in many schools of law

    X.         Facilitator – process centric taught to professionals retained to help meetings best achieve their results  

Related terminal degree (Ph.D. or law degree) . . . emphasizing the competence’s distinctiveness of each of these roles

Source: The Vance Caesar Group 2016

Life Questions

Vance Caesar - Wednesday, April 02, 2014
Our lives are defined by the questions we’re asking ourselves.

Examples of “big” questions are:

• For whom are you living?

• What would you do if you weren’t afraid?

• Who are you being in all the roles your are in?

• What’s your life purpose?

• What do you want said about your life at your 80th

three people closest to you?


Vance Caesar - Wednesday, April 02, 2014
Riches come not from what you want, but wanting what you have. Gratitude is key to happiness!

Entitled Children

Vance Caesar - Wednesday, April 02, 2014
What rich people have that you do not want: entitled children.

Gifts parents can give their children include:

• A sense of worthiness

• To know what it feels like to hit the ground

• Avoid giving the child something they did not earn

• The love of clear consequences. Without a parent’s consequences, the world

creates the child’s consequences eventually.


Vance Caesar - Wednesday, April 02, 2014
Everyone wants to be:

• Listened to

• Understood

• Validated

• Encouraged to share more

Notice the acronym is LUVE!

Successful Relationships

Vance Caesar - Wednesday, April 02, 2014
Successful relationships have high scores in five areas:

• Common values

• Common vision

• Leverage each other’s strengths

• No surprises

• Fun together around the results you both value

You can monitor your relationships by scoring (1-10 best) where you are with each.

Then you can work to increase the most important score first!

Get by giving

Vance Caesar - Tuesday, December 24, 2013

There are four kinds of people:

 1. Givers who give with self interest and feel good simply by the act of giving are getting more by giving. They “get-to” give. They give purposefully.

2. Givers who give out of obligation and duty want to check off the fact that they did their giving for now. They’ve “got-to” give. Their giving uses energy. Ultimately, they feel empty.

3. Takers are constantly on the prowl to get.

4. Matchers keep score and are disappointed almost always when what they have given has not been at least equally reciprocated. Their quid-pro-quo score keeping comes from fear.

Recent research by Wharton’s Adam Grant, shows that the first group (givers who give with self interest) congregate around the top 10% of successful and happy people.

A good reminder to all of us. Give because we “get-to.”

Happy Holidays,



Vance Caesar - Tuesday, December 24, 2013

This season simulates huge levels of gratitude and simultaneously, huge levels of depression, possibly in us and certainly allaround us.

My wish is that we all take a breath and picture gratitude at least once daily. I do it when I am at my best as my day begins, starting with being grateful for awakening. Then I mediate until I see and experience 10 consecutive waves washing on the beach. Sometimes I’m present enough to complete my meditation in five minutes. Other times it takes 20 minutes to really experience the magic of ten uniquely relaxing waves ascending and descending back into the sea. Then I kiss Carol Ann good-bye finding ever lasting love in her eyes as I move into the day I’ve been granted.

Your way of being grateful is probably unique to you. I wish for us all the power of gratitude daily starting this holiday season!


With gratitude you’re in my life,