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Posted By Leah Baker

By Dale Paulson, Ph.D., President of Allegiance Research Group


This article is a continuation from the previous article and shows another 5 ways to use your wit to defend the status quo.


Help your CEO maintain their privacy. I mean if the CEO is too accessible, what is this going to do to his/her golf score? Your evaluation could hinge on keeping a low profile.


Show hostility to new ideas. I mean there are some really great ideas out there. But, wait, don’t get in a hurry to find them and remember the Hummer ain’t dead yet.


Re-cycle the same old speakers. How do you find new speakers with fresh ideas? You got speakers, why change? Simply have them change the title of their speeches and seminars. What’s the problem?


Keep your dues inflexible. Don’t go there. You are losing members as it is. Association money is short. Flexible dues? What a dumb idea.


Make your Web site as bloated as possible. I mean it is hard to prioritize, let alone customize according to what people need. Throw stuff in there and they will find it – if they want it badly enough.


Now you have the 10 ways to keep your job simple. Remember “Change is Pain!” But should you be an association executive who wants to make a difference, I invite you to visit

Posted By Leah Baker

By Dale Paulson, Ph.D., President of Allegiance Research Group


Let’s face it, there is some pretty lousy assn marketing out there. You can always blame poor economic times and if the boss is happy and the board is not complaining, why change? Occasionally a committee chairperson gets ambitious and asks “Why can’t we grow?” This is when your wit should hit the sham. In other words, use your wit to defend the status quo. Here’s how.


Outsource is what you should be doing. Yep, there are some good outfits that will do mass marketing for you. Take a company like Churn’em and Burn’em Inc. They will mail thousands of letters about your assn and a 2% response is considered wildly successful. Never mind that you can do the same thing yourself, and that 98% of the prospects say “No” to you because the mass mailing did not say the right thing to them. As a bonus, when things don’t work out you can blame your outsource buddy.


Assume that all of your members are basically the same. After all, they all paid dues didn’t they? But what if your members are different and have different needs? You must figure out what they want. You’ve got enough to do without opening that “can of worms.”


Forget preferred channels of communications. People like to get their info in different ways. What a hassle. I mean there are some great e-mail churners who will do all your communications. If people don’t want info the way you want to send it, ignore them.


Take your time responding. Some people are excited when they first see what you offer, but there are only 8 hours in the day and they can wait.


Make your assn like junior high. We all fondly remember jr high when it was important to belong to the right “clique.” Let some of your more aggressive members run things. They will like you better and it means less work for you.


There you have it, 5 ways to keep your job simple and 5 more in the next article. Remember, “Change is Pain!” But should you be an assn exec who wants to make a difference, I invite you to visit


Posted By Leah Baker


By Dale Paulson, Ph.D., President of Allegiance Research Group, Here is a Humorous Look at Hiring


If you wanted, for some unknown reason, to hire the worst possible employee how would you proceed? I’m talking the worst, the absolute worst. The type of person with their own agenda, impossible to supervise, petty, quick to take offense, and on their best days hinting that they have a great lawyer and that they know their rights. But how do you know that you’ve found a really bad employee? Much like jury consultants who ask prospective jurors about their attitudes related to our legal system, you should ask prospective employees about their work-related attitudes.


Some problematic work-related attitudes include the following: an over-developed sense of importance; a sense that they are special; and a belief that they don’t have to do anything extra because they are already there. We see this in the former beauty queen who refuses to give up her tiara. It’s called deservedness or a sense of entitlement.


As we continue our search for the bad employee, we look for a lack of empathy. The inability or disinclination to see things from the other person’s perspective. Rhett Butler’s famous comment, “Frankly my dear, I don’t give a damn” is humorous in movies but not on the job. “Do you have this in a size five?” “Frankly, my dear . . .” We also need some pettiness and a good memory for remembering slights. If you can’t hold a grudge, you don’t qualify here. “Tower, this is Aardvark 551, requesting permission to proceed to runway one eight.” “Aardvark 551, do you remember what you said the last time you were here?”


There you have some contextual attitudes that identify bad employees. It works the other way too-we can help you identify good employees. We use the contextual attitudes of the workplace (we have identified nine) to evaluate potential employees. All you need to do is have the job candidate take our Workplace Attitudes Test of 45 questions and we’ll evaluate it for you. You receive a bar graph that summarizes the individual’s work-related values and an overall score. This makes you a better interviewer. Now you can use the Workplace Attitudes Test to hire really bad or really good employees, the choice is up to you. The neat thing is, you won’t be doing it by accident. Remember, just because Ben Franklin wanted to make the turkey our national bird doesn’t mean you have to hire one! Call 703-772-5263 or visit

Posted By Leah Baker


By Dale Paulson, Ph.D., President of Allegiance Research Group


Dare I say the word “Recession?” In the late-1970s, Alfred Kahn, Jimmy Carter’s chief economic advisor, used the word in one of his discussions with the press. He was quickly summoned to the White House for a wood-shed moment and abandoned the word. He replaced it with the word banana even singing the song, “Yes we have no bananas, we have no bananas today.”


Now assuming that we are in an extended big banana, how does this affect the hiring process? It would seem that with more people looking for work, good people would be easier to find but are you screening for the right things?


Many job candidates in 2010 may be looking for a new position because they are facing serious financial problems, some may be facing foreclosure, and some may have less than excellent credit reports. A lot of time candidates are automatically disqualified because of their credit rating. The truth is that many people are in trouble because of circumstances, not irresponsibility. For example, it could be the housing meltdown, it could be a serious illness in their family, it could be they started a business that didn’t work out. It is better to judge applicants not by their credit report but by their work-related attitudes.


Are they entitled versus unassuming?

Are they adversarial versus accommodating?

Are they egocentric versus people oriented?

Are they judgmental versus accepting?

Are they vindictive versus forgiving?

Are they insubordinate versus respectful?

Are they undisciplined versus self-disciplined?


Overall, there is not much good about a recession but there are tools to help the interviewer in these challenging times. The Workplace Attitudes Test looks at several of the attitudes listed above, and more. Remember that the cost of hiring the wrong employee can be extremely high while the cost of a screening test is very low. For info about this pre-employment test, call 703-772-5263 or see 




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Leah Baker
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