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Do your opinions seem to count? Does the mission/purpose of your company make you feel your job is important? Have you had opportunities at work to learn and grow?

Five years ago, The Gallup Organization began creating a feedback system for employers that would identify and measure elements of worker engagement most tied to the bottom line--things such as sales growth, productivity and customer loyalty.

After hundreds of focus groups and thousands of interviews with employees in a variety of industries, Gallup came up with the Q12, a 12-question survey that identifies strong feelings of employee engagement. Results from the survey show a strong correlation between high scores and superior job performance. Here are those 12 questions:

• Do you know what is expected of you at work?
• Do you have the materials and equipment you need to do your work right?
• At work, do you have the opportunity to do what you do best every day?
• In the last seven days, have you received recognition or praise for doing good work?
• Does your supervisor, or someone at work, seem to care about you as a person?
• Is there someone at work who encourages your development?
• At work, do your opinions seem to count?
• Does the mission/purpose of your company make you feel your job is important?
• Are your associates (fellow employees) committed to doing quality work?
• Do you have a best friend at work?
• In the last six months, has someone at work talked to you about your progress?
• In the last year, have you had opportunities at work to learn and grow?

ALARMT™ can help with these questions. If these questions alone cause you concern about your performance and bottom line, click HERE for an on-site ALARMT™ price quote. If you would like more information, read on.

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ALARMT™ and LeaderMettings.com Candidate Test

Although we offer many benefits to your leadership team and feel we can assist ANY organization, here is a simple test.


1. Are you currently satisfied with your quality, productivity, attendance, profitability and sustainability? If yes, you are content and complacent and may not be a candidate for what we deliver, which is improvement. If you are not satisfied, go to question # 2.


2. Do you currently have some system of performance improvement plans and/or disciplinary process in place? Most companies do. If not, we could help. If so, go to question # 3.


3. How many employees are currently on a WRITTEN performance improvement plan or level of discipline for performance problems? If this number is between low and zero, ALARMT™ can help. If nothing is written, nothing is improving. If nothing is written, no one is accountable.

So there it is. Unless you are either of little or no sincere ambition to improve or you are entirely, completely, thoroughly thrilled with every aspect of your business results, you are a candidate for ALARMT™ or some sort of leadership development. If not ALARMT™, please do something.

Here is another simple test. Has you leadership team been through any type of leadership development training in the past two years? If the answer is no, please consider ALARMT™ or some type of training. Your team deserves it.

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Fact- Organizations, companies and corporations were initially formed with the intent of being successful, prosperous and sustainable.

Fact- Not every organization, company and corporation takes the simple step of equipping and developing their employees to the point where they feel comfortable in holding them FULLY accountable.

Fact- Considering "no training" or "on the job experience" as free and the best direction for your leaders, is actually one of the most expensive, incorrect long term decisions you will ever make.

Fact - Obtaining the highest level of performance from an existing workforce WILL have the biggest impact on your bottom line with the least expense.

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The Principles at the core of Accountable Leadership And Results Management Training, ALARMT™, are contained in the letter by a prospective employee below. Would your leadership training and the level of accountability meet their expectations? Would you care? They should and you should.

We are asking for five minutes of your time that could possibly change the way you view employee development, accountability and their impact on the success of your business.

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©2011 ALARMT™-This letter is not to be altered or reproduced outside the scope of Accountable Leadership And Results Management Training.

To see the video version of the letter click HERE.

To: Management

I have completed my application. It is attached for consideration along with my résumé. However, before considering me for employment, I want you to know me and what I am committed to. I also have a few questions for you if you don't mind.

If I am selected, I agree to a reasonable set of performance standards as a condition of my continued employment. Unless you hired me with all the skills necessary to fully contribute to the success of the business, you agree to provide the necessary training. My training should occur quickly within my probationary period because I want to contribute as soon as possible.

Even though you will compensate me by the hour or with a salary, I feel you are compensating me for the value I bring to the company. I have no feelings of entitlement. I feel that with every pay check that you issue and I endorse, we renew our mutual agreement.

Once I have all the tools and training necessary to be a full contributor, I expect your management team to hold me fully accountable for meeting performance standards. I also expect your management team to hold EVERYONE accountable for meeting performance standards, both management and non-management.

Why am I so adamant about accountability? I am currently employed where managers ignore poor performers. They turn their head on high liability situations. They also consider high seniority or tenure as granting some sort of immunity to any performance improvement plans or discipline. They consider a day of putting out fires to be a successful day, never once considering what started the fire.

I work with employees that do not perform at an acceptable level and have horrible attendance but management does nothing. Every appraisal is identical and not one employee has ever been placed on a written performance improvement plan or discipline. Nothing is being done to raise their level of performance. There is absolutely no incentive or reward to be a high performer other than your own personal pride.

The manager has chosen to turn his head on poor performance and has been allowed to do so by upper management. Because of the lack of accountability, I feel the days of this business are numbered. That is why I have applied to work in your organization. Responsibility without accountability is rarely profitable and sustainable.

Accountability should apply to every level of an organization and is a basic responsibility of management. If selected, I agree to full accountability. If I ever decide to look elsewhere, I want it to be my choice and not because the lack of accountability and poor management have resulted in layoffs or a closure.

If you are the type of company that believes in equipping and developing all employees AND holding them accountable for results, I would love to be considered for employment.

If I am considered, I would ask one favor. Please check the manager that I will report to. Please see when the last written performance improvement plan or level of discipline was initiated. If it is not recent and regular, please disregard my application. You are not interested in growing and improving.

There are only two reasons for not addressing performance problems, lack of knowledge and/or accountability. Both of these are your responsibility. Personal development and accountability can make the biggest impact on your bottom line at the least cost. I want to work for a proactive organization.

As you can see, I am not your average prospective employee. I care. I am concerned about American business. My hope is you are not the average employer.

Thank you for your time and I hope to hear from you soon.

Signed,

Prospective Contributor

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What are your thoughts? Arrogant? Smart alec? How dare he question us? It's none of his business how we deal with poor performers. He has no authority. He just needs to fill out the application. If we hire him he just needs to do his work and leave the management up to us. Or is it; you know, he sure sounds confident in his ability, concerned about the business. He did ask some good questions, brought up some good points. I can see why he feels that way. It sounds like he would be a good long term employee, maybe even a management candidate down the road. What should concern you more than anything are two items; 1. Could this letter be coming from one of your employees? 2. What if we missed a committed prospect like this because of our lack of accountability? No matter what you think about the "prospective employee" here is the most important information. Read the next three paragraphs if you don't read anything else. If the person that wrote this letter is a high performer in a work group that is not held accountable, they are the exception! Normally, employees that are not held accountable, perform at average and below. Why? Because there are NO CONSEQUENCES! They do "just enough" to get by. What is the cost of "just enough"? Your leadership team MUST be able to have what we refer to in ALARMT™ as "Courageous Conversation" with poor performers. No one enjoys it and it could be very uncomfortable but is critical to your profitability. Most managers are able to "let someone go" if the performance is beyond ignoring or if there is a policy violation but DO NOT address borderline poor performers for weeks, months or years. If nothing is written, nothing is changing. Leaders that are unable to have "Courageous Conversation" will NEVER be effective in their position. Think of the long term impact on your bottom line. If not ALARMT™, do something. To see what normally occurs when employees are not held accountable, view Month One of LeaderMeetings.com. Our mission at ALARMT™ is to eliminate the possibility of this letter coming from your company. This letter is a two part test. Part one is to see if the reader within a company becomes just a little defensive. Questions that make us defensive need to be answered. They deserve to be answered. Part one is to also see if the reader thought about some of the points, maybe even checked into how many written performance improvement plans are currently in place. If either of these two conditions exist, part one has worked, you care. You are interested in improving the results of your company. Part two is getting to the person responsible for and with the authority to provide leadership training. We would like this person to consider ALARMT™. If you are not that person, please forward the link www.ALARMT.com to that person. The success of your position could depend on it. We are not attempting to replace or threaten existing programs or positions. We recognize that most companies do not have the resources to devote to leadership training. We also come to you. We come to your location but we bring interaction and involvement that is missing from online training. This minimizes your expense and time away from the job. If not ALARMT™, consider some method to bring accountability and profitability back into American business. Our mission is to maximize development, minimize disruption and remove revenue leaks. What is a revenue leak? It is poor performance, high liability and poor customer service that never allows some revenue to make it to the bottom line. If not ALARMT™, at least do something. If you have read, agree with our Core Principles and would like to see our prices on an ALARMT™ class at your organization click HERE. If you have read, agree with our Core Principles and would like more information on ALARMT™ click HERE. If you would like more information on our monthly leadership updates from LeaderMeetings.com click HERE. Take a look at our ALARMT™ CD Index and Course Content, compare us with other leadership training on cost vs. content and we believe you will choose us. If you are not the decision maker on leadership training, please forward the link www.ALARMT.com to that person. We want to contribute to your success.

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My name is Greg Gilbert and I am the creator and president of ALARMT™. Let me put this on a more personal level. How would you feel if your doctor chose to not make you aware of a cancer diagnosis because it would be an uncomfortable conversation? He or she chooses to ignore it and one year later, you are dead.

Well, there are thousands of employees where their job performance is the equivalent of cancer to the profitability and sustainability of a company. Some leaders are aware of this but have chosen to ignore it because of only two possible reasons; lack of accountability or lack of skills. If your company will provide the accountability, ALARMT™ will provide the skills.

First, if you don't have the authority to request this training, we would appreciate your review, recommendation and that you forward the link www.alarmt.com to someone that does. Time is wasting. Jobs are being lost and companies are closing. Plus, the success of your company affects YOUR position also. If you have the authority, then let's move on to the next question.

Honestly, what have you done in the past two years to improve the knowledge and skill level of your leadership team? Stop now and write it down. If they haven't read it, listened to it, attended it, watched it or hung around it, your team has the same knowledge level it had two years ago and will be the same two years from now. If you don't even have to look for paper, look around our site and come back and click HERE for a quote. Every leader can benefit from this information no matter what their tenure. That is why we are so comfortable in our "No Benefit-No Pay" policy.

There are truly only two reasons for a leader not to address poor performers:

1. They don't know how.
2. They are not held accountable.

Our job is to eliminate Number One. Number Two is up to you. Your success is our passion. In 2005 I attended Willie Jolley's Public Speaking Boot Camp in Washington, DC. Rule number one was that most successful speakers share predominately "their" stories, not "stories" of others. ALARMT™ and LeaderMeetings.com™ are overflowing with personal experience "stories". The successes, failures and what led to both.

Let us help your company become one that "makes it happen" instead of one that "watches it happen" or just stands by and "wonders what happened".

Note: Recently, some companies and institutions have stood by and "watched it happen" AND "wondered what happened". This would NOT have occurred after ALARMT™ training. Not ignoring problems has been a critical part of ALARMT™ since development.

You've probably noticed this is not your normal marketing pitch. Sorry, we are in the results business, not the marketing business.

Thank you for your consideration.

Greg Gilbert

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"A company can change computers, software, machinery, systems, management, even ownership, but as long as you have the ability to get a group of people to work with you, to go in a common direction, develop people, produce and improve results with integrity, you greatly increase your value to an organization and there will always be a demand for your abilities. You can achieve phenomenal results for your organization by just becoming "brilliant in the basics". That, is ALARMT™."- Greg Gilbert

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If you would like to see what investment is required or schedule an on-site ALARMT™ Course at your location click HERE.

If you would like more information on Accountable Leadership And Results Management Training click HERE.

Check out our Podcast by clicking HERE.

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