Result-Orientedness: The ability to take direct action in order to attain or exceed objectives.
Result-orientedness can be easily developed if the candidate has a more than average score (7,8,9) on the drives Ambition & challenges, Pragmatism and Purposiveness.
How do you set priorities and goals in your current work? Could you give concrete examples?
How do you make sure you meet deadlines in your work? Did you ever not meet an important deadline? Could you give an example? What would you do differently next time?
What do you do if it looks like your work may not be finished on time?
Could you give an example of a situation in which you blamelessly failed to meet a deadline? Why did you not meet the deadline? What did you do in order to minimize the damage? What did you learn?
Define SMART (Specific, Measurable, Attainable, Realistic, Timely) goals.
Differentiate between main and secondary issues. What is really important in order to achieve your goal?
Ensure your candidate sets his own goals which he will practise to attain. Ask for feedback on which goals are attained and which are not.
Ask your candidate to write down five factors that help attain a certain goal and five that get in the way. Encourage him to find a way to deal with the hindering factors constructively.
Evaluate with your candidate how he organizes his life and deals with potential problems. Does anything require a substantial amount of energy?
Let your candidate draw a plan of the clients he wants to visit in the near future; the goal of that visit; and the approach he will take. Ask him to place himself in the client’s shoes and think how he could be more client friendly. Discuss the plan. Is he empathetic enough? When needed, ask him to discuss his ideas with colleagues before visiting the client.
Design a tangible plan with your candidate for the near future. Ensure the goals are SMART (Specific, Measurable, Attainable, Realistic, Timely).