Manotee Cornett

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More and more we are seeing requests for consultants and full time employees with certain performance skills being required. <continued>

It’s interesting when it gets to the point that practical, common sense terms or language has to be added and/or specifically spelled out in documents, advertising, and etc.  Some good examples of what I’m talking about might include: mortgage documents, employment contracts, confidentiality agreements, and disclaimers at the bottom of advertising. The words and pages go on and on forever, spelling out exactly what is thought to be the answer to every scenario that could possibly happen.

Uh oh! I’m told this is because someone has probably found a way, or a loophole that allowed them to get away with something that wasn't so good, or wasn't intended. Contracts and disclaimers then have to be modified to, “plug that loophole.”  -- And now, it may be happening with position descriptions too! 

Below are a few required Performance skills we may see:

Tolerance of Ambiguity:

Able to withhold actions or speech in the absence of important information; deal with unresolved situations, frequent change, delays, or unexpected events.

Decisiveness:

Able to make decisions quickly on available information and take action; make commitments and not change decisions when challenged.

Alertness:

Able to be attentive to all aspects of the environment while working.

Team Building:

Able to work with people in such a manner as to build high morale and group commitment to goals and objectives.

Decision Making and Problem Solving:

Take action in solving problems while exhibiting judgment and a realistic understanding of issues; able to use reason, even when dealing with emotional topics.

Policy and Procedures:

Conform to established policies and procedures.

I found this description to be very intriguing! It seems like common sense to most of us, but doesn’t this make you curious about what could have happened, in the past, to either the company or to the person writing the description?

If their job requirements are based on actual experience, imagine what it was like! Let’s see, they worked with….

• Someone who couldn’t withhold their actions or their tongue before knowing all the details, or if something unexpected happened
• Someone who couldn’t make a decision, or take action-- or if they did, would change their mind as soon as they were challenged
• Someone who couldn’t pay attention while performing their job duties
• Someone that tore down morale and perhaps complained about team goals or objectives
• Someone who couldn’t make decisions or solve problems with practicality and good judgment, taking into account how others may feel about a topic
• Someone that just couldn’t follow company policies and procedures

Okay… I definitely agree,  I appreciate it when people don’t throw tantrums here at work. I’m grateful when decisions are made by someone using good judgment. I especially appreciate coming in to work in a place with such high morale.

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written by Ethan Roberts, January 06, 2011

I read these job requirements a little differently.

Tolerance of Ambiguity:
We don’t have sign-off on requirements, our planning process stinks, and you need to be ready to redo work and/or work late frequently without whining about it.

Decisiveness:
Make your best guess and be ready to face the boss when things go wrong.

Alertness:
Everyone else isn’t doing their jobs, so you’d better pay attention. If that server goes down it’s your problem, even if it’s not your job.

Team Building:
All the layoffs have really bummed out the current employees. You need to bring the joy with you and not let them break your spirit.

Decision Making and Problem Solving:
Most of our team meetings devolve into screaming matches. You can’t let that bother you.

Policy and Procedures:
You can still be fired by the letter of the law, so watch your back.

Scary, isn't it?

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