3 Keys to Testing for GWC

3 Keys to Testing for GWC

Sid Smith

To fill a seat on the EOS Accountability Chart, employees must Get it, Want it, and have the Capacity to do it (GWC). They must also be aligned with the company's core values.

How to Apply EOS GWC in 2017

A more recent article includes a printable infographic that explains how to apply EOS GWC in your employment practices in 2017

View the infographic here

In other posts I've covered other dimensions of the hiring process such as techniques for discerning alignment with your company's core values. Here I'm going to cover how to test for "Get it, Want it and Have the capacity to do it."

capacity

GWC Definitions

Get It

The person understands the seat's roles and responsibilities. The employee also understands the environment, the tone & tenor of the department, and the company vision.

Want It

The person has a clear passion for the work and feels a sense of enjoyment and satisfaction in a job well done.

Has the Capacity to Do It

They need the right level of education, certification, training, experience, and performance history to do the job today AND tomorrow.

3 Keys to Testing for GWC

  1. Use open-ended questions. A close-ended question would be, "Do you understand the job requirements and responsibilities." An open-ended question tells you what he or she thinks: "Describe the job for me in your own words - what would you be doing; what are your responsibilities; and, what expectations should we have of you?"

  2. Ask behavioral questions. A behavioral question can get at the heart of "Do you want this job?" Again, you're asking open-ended questions, but geared more toward their feelings: "Tell me what having this job would mean for you."

  3. Distinguish between aspirational and actual. If you really like the candidate, it's easy to miss this distinction. You want to know if they have actually done the work, or if the aspire to that capacity. While some jobs may truly be apprentice-level, most are not. Once more, ask open-ended questions: "Tell me two or three times you've done XYZ and describe what happened."

Asking the right behavioral questions and learning to listen for the distinction between actual and aspirational will help assure that the candidate for your position can actually GWC the job.

Mailing Address (Sid)

6901 SE Oaks Park Way, Slip 27
Portland, OR 97202
sid@predictabletraction.com
eric@predictabletraction.com

Phone

Sid: 971-678-1495
Eric: 503-635-2319

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