1. Create World Class Performance, even in this economy! Worldleaders300 State StreetRochester, NY 14614 Toll Free 888.499.5525Local 585.399.0652Fax 585.399.0655 www.worldleadersjobs.com

3. Globalization

4. Recession

5. People are working longer

8. Talent Assessment and sorting of your current team

9. Identifying the opportunities to top grade

10. Finding and attracting top talent to work for you

11. Interviewing for Performance

12. On-Boarding3

13. High Performing Environments Challenge Move towards resolving issues, over coming obstacles, and doing things that have not been done before. What are these challenges that align with your organizational goals? Reward High performing cultures offer rewards beyond compensation. These are things like prestige, recognition, responsibility, reputation, investment, training, development, coaching and trust. What rewards does your organization extend for top performances? Environment Describing the personality of your organization is critical to high performance and aligning star performers. A star in one organization may not be a star in another if they are not compatible. Consider dominance, hierarchy, collaboration and process orientation. (DISC) 4

14. Strategy, Structure and Staff Strategy: Long term plans designed to achieve certain goals; often aligned to “winning” Structure: Responsibilities, authorities and relations organized in such a way as to enable the organization to perform its functions Staff: A worker who is hired to perform a job 5

15. Talent Assessment Level- A: Top performing with demonstrated ability to meet/exceed measurable goals with little or no management intervention. The top 10% of the talent available at a given salary level. Management Focus- Challenge, Empower, Remove Obstacles Level- B: Solid performers with predictable skills. Generally perform at + 90% of goals. Requires and responds well to coaching and mentoring. Represents the next 25% of the talent available within a given salary level. Management Focus- Lead, Motivate, Train and Discipline. Level- C: Performance is commonly at 50-70% of expectations and goals. Motivation, morale, teamwork and interpersonal issues prevent the Level C from consistent performance. Management Focus- Determine if under performance is situational. If so, remove obstacle. If not, termination is required. 6

16. Top Grade: Performance Based Hiring Starts with Performance Based Job Descriptions Position/Title: Sales Executive Reports to: VP of Sales Direct Reports: N/A Objectives: Primary: Grow revenue by XX quarter over quarter Secondary: Increase XX services by XX% annually Results: Service Line 1- $ 1,500,000 new sales annualized Service Line 2- $ 500K new sales annualized Maintain a customer satisfaction Rating of + 95% Compensation: Base Salary- Performance Based Incentives 7

17. Top Grade: Identify Top Talent Where to find them Your competitors- Local/ National Industry Associations Boards and Community Organizations Virtual and Social Networking and New Media Recruitment campaigns Measurable Attributes of a Star Performer Proven track record of progressive compensation and responsibilities in similar or transferable situations. (Top 10% as compared to peers) Consistent and progressive employment. Longevity in positions/companies. Positive references (3) from previous employer, colleagues and clients. Personality profile aligns with job responsibilities. Impeccable professional and presentation skills . 8

18. Top Grade: Extract Top Talent Why would they work for you? Challenge What are the challenges that align with your organizational goals? Reward What rewards does your organization extend for star performances? Environment In what ways would you describe your organization as a high performance environment? Criteria for Success What are the “must have” critical success factors for someone in this role? How will you measure them? How will you articulate them in the interview and in your daily management? How to find them: Cold Call (80%) Network (15%) Job Boards/Ads (3%) Other (2%) 9

19. Interview for Performance 10

20. On Boarding 11

22. Talent Assessment and sorting (ranking) of your current team

23. Are the right people in the right roles?

24. Identifying the opportunities to top grade

25. Finding and attracting top talent to work for you

26. Interviewing for Performance

27. On-BoardingQuestions? 12