Mark-Murphy-lgr

Keynote Presenter

Mark Murphy

Author of Hiring for Attitude
CEO, Leadership IQ &
http://www.leadershipiq.com/


About

June 7, 2012 By

Mark Murphy is the founder and CEO of Leadership IQ. He leads one of the world’s largest studies on goal-setting and leadership, and his groundbreaking research has been featured in Fortune, Forbes, Businessweek, U.S. News & World Report, the Washington Post, and hundreds more periodicals. Mark has been appeared on CBS News Sunday Morning, ABC’s 20/20, Fox Business News, and other top broadcasts.

Mark has lectured at the Harvard Business School, Yale University, the University of Rochester, and the University of Florida. And his clients include Microsoft, IBM, MasterCard, Merck, MD Anderson Cancer Center, FirstEnergy, Volkswagen and Johns Hopkins.

Author of the new book Hiring for Attitude (McGraw-Hill; Dec. 9, 2011), Mark has also written the international bestseller Hundred Percenters: Challenge Your People to Give It Their All and They’ll Give You Even More, as well as Hard Goals, The Deadly Sins of Employee Retention, and Generation Y and the New Rules of Management.

Among his many honors, Mark was a three-time nominee for Modern Healthcare’s “Most Powerful People in Healthcare Award,” joining a list of 300 luminaries including Hillary Clinton and Bill Frist — among only 15 consultants ever to be nominated to this list. He was also awarded the prestigious Healthcare Financial Management Association’s “Helen Yerger Award for Best Research” for being the first person to discover the link between patient mortality rates and hospital finances. Some of his other well-known research studies include “Are SMART Goals Dumb?,” “Why CEO’s Get Fired,” “Why New Hires Fail” and “Don’t Expect Layoff Survivors to Be Grateful.”

Previously, Mark was President of a joint venture with Mercer Human Resources Consulting. Prior to that he was a partner in the management consulting subsidiary of VHA, Inc., the world’s largest healthcare consortium. He holds degrees from the University of Buffalo, executive coursework at The Wharton School and an MBA from the University of Rochester. He lives in Atlanta and Washington, DC.

Filed Under: Featured Speakers, Speakers

Hiring for Attitude (Tuesday, Oct. 16 9:10 AM – 10:00 AM)

How to assess attitude when conducting team interviews and many more takeaways…

There’s no bigger time waster than hiring someone whose attitude conflicts with the organizational culture. Not only does attitude account for 89% of new-hire failures, but employees with the wrong attitude are tough to manage and they irritate and chase away high performers. So how can managers assess which candidates possess the right attitude?

Mark Murphy, author of the bestseller, Hiring for Attitude (recently featured in The Wall St Journal, Forbes, Fast Company & CNBC), will share groundbreaking research that diagnoses the top four attitudinal reasons for new-hire failure. In addition, you’ll learn cutting-edge “Hiring for Attitude” practices including how an extraordinary new textual analysis can predict if someone is a high or low performer just by listening to the pronouns, verb tenses and adverbs they use.

Here’s a sampling of all you’ll learn:

• 2 quick tests for revealing your organization’s key attitudinal characteristics.
• The 5-part interview question that reveals if people are “coachable” (and that famously asks candidates to spell the last name of their previous boss)
• 6 words that make any behavioral interview question completely ineffective.
• Why asking too many questions forces candidates to give superficial answers (and the number of questions you SHOULD be asking).
• Why you should never ask a candidate: “Tell me about yourself” or “What are your strengths/weaknesses?”
• The one sentence to say when you think the candidate is lying to you.
• How to assess attitude when conducting team interviews.
• A simple question that identifies the candidates who go “above and beyond.”

Whether you’re hiring new employees, choosing existing employees for a new team, or upgrading your current talent pool, you need to know how to hire for attitude.