Taylor Protocols

To support our work with organizations and to further enhance our ability to help our clients improve the efficiency of their human capital, the Institute has partnered with Taylor Protocols.  Taylor Protocols products and systems enable the Institute to make a set of powerful tools to our clients that improve the performance of workers and workplace societies that result in the highest and best use of human capital.

This partnership allows us to offer unique and proven solutions in profiling and hiring top performers, enhancing the impact of executive teams and promoting greater productivity.

It is a person’s innate capacity to align their performance with the tasks and functions of the position that drives higher productivity.  If a persons motivational drivers and sense of contribution does not align with the work they are being asked to do, they will never rise to the very top of their capacity.  The Taylor Protocols™ optimizes the people equation in organizations in ways never thought possible before.  

The Current Reality

Hiring in American Business

  • There are 150,000,000 workers in the United States today. According to Gallup, less than 24% of these workers are engaged in their work.

  • Human Resource Executive Magazine says that 75% of American workers are currently looking for a new job.

  • According to Forrester, the turnover rate in companies with more than 1000 employees is approaching 30% per year.

  • From TP’s work with hundreds of companies of all sizes, research has found that 12% are A Players, 15% are B Players, 48% are C Players, and 25% are D Players

  • A and B Players are what we call Top Performers. The people companies want that produce a majority of the output but despite great effort can’t get enough of them.

  • C Players are not engaged in their work. Their performance is a disappointment producing far less than A and B Players. Their productivity usually creates only as much as it costs to employ them.

  • D Players cost the company 3-5 times their annual salary creating a huge drag on the system.

The Obvious Problem

Companies struggle to get all the right people in the right seats. It’s not happening because the normal hiring practices are broken. The potential productivity of American business is significantly held back by having a majority of C and D players in many of their positions. These are good people, but in the wrong jobs!

Another reason this struggle is occurring is because normal hiring practices highlight non pertinent information about the applicants, without accounting for the specific tasks for each position the manager is filling. The potential productivity of your and other businesses is significantly held back by having a more low performers on the team; because they are in the wrong positions.

The Solution

We have a technology that turns the 80/20 rule into 20/80 by enabling companies to hire only Top Performers. This has been proven with over 700 companies showing bottom line results after the TPP was implemented.

Taylor Protocols is an Automated Employment Prescreening System that gives you the tools and technology to take your business and life to another level.

We make companies more profitable by putting every person in the right seat, doing the right work. A company's human capital is their most important and expensive asset. Our unique and proven solutions include: hiring, profiling, executive coaching and human capital audits

The Taylor Protocols™ are designed to optimize the people equation in organizations in ways never thought possible before. Most times, it is not a person's skill, experience or attitude that prevents them from being a Top Performer in a given job. It is their innate capacity to perform certain tasks and functions the way the position requires. If a person's motivational drivers and sense of contribution does not align with the work they are being asked to do, they will never rise to the top.

The CORE VALUES INDEX™ Find Your Innate Core Values

A revolutionary human assessment that provides a description of the innate, unchanging nature of an individual, which is different from personality and behavioral based assessments. This unique instrument takes ten minutes or less to complete, and provides a highly accurate and reliable picture of the core motivational drivers of any person, with an instant report, online.
The Unchanging Nature of a Person:

  • Existing in one from birth;inborn;native.
  • Inherent in the essential character of something.
  • Originating in or arising from the intellect or the constitution of the mind, rather than learned through experience.

The Top Performer Profile™ (TPP™)

The TPP™ dramatically increases the success rate of finding new top performers.

Right Person/Right Job

The first Employment Pre-Selection tool that is positioned at the very beginning of the hiring process as a true objective screen. The TPP™ is based on a company's top performers and their performance and used to pre-select future top performers from the incoming candidates for a given job. This is different than the usual subjective process of reading through resumes, performing phone interviews, followed by a series of personal interviews, just to see if the candidate may be similar to current top performers.
Each candidate for the given job is sent an email with a link to the CVI™. The CVI™ is then completed by the candidate and their score is automatically received by the hiring manager or HR professional and compared to the Top Performer Profile.
Taylor Protocols uses its patent pending algorithms to find Core Values patterns in existing top performers. This validates and proves that the resulting TPP™ will consistently identify new future top performers, while screening out a vast majority of future low performers. This not only dramatically increases the success rate of finding top performers and shifts the performance bell-curve, but also saves time, money and resources in finding the right candidates and eliminating those who are not going to prosper in the job.

Human Capital Audit™

What is your current level of Human Capital Efficiency? What is the ROI of your Human Capital?

A Human Capital Audit™ puts numbers around all of the performance factors of the people in each position. We find that most companies operate at less than 33% human capital efficiency.

We help our clients answer the questions:

  • What is your organization's current level of human capital efficiency?
  • What would your company look like if you had more A and B performers?
  • How many employees would you really need if you had a higher percentage of A and B performers?

The end result of the Human Capital Audit process (which includes a CVI for every employee involved) is a reliable return on investment that you can expect by aligning employees' Core Values with the work that is required. This vastly improves human capital efficiency and drops directly down to the bottom line. The goal is to create a prescription on how to use everyone at their highest and best contribution.
A key question:  "What would it mean for your companies productivity and bottom-line if it could increase the number of A and B level performers it has and reduce the number of C and D level performers?"  Our product helps companies answer this question.

Executive Team Profile™

Our Executive Team Profile™ provides an assessment of the strength and balance of your current leadership team. We facilitate a review of past performance relative to goals and objectives for the company and for each person over the past few years.
Then we help the team to clarify current strategies for company development over the coming few years, specifying the new challenges, different nature of individual assignments and the Core Values Nature of each executive.
The end result is a more focused team with clear identification of challenges for each person and a strategic leadership plan that guides the CEO in further development of each team member. We also identify team weaknesses such as too little action/results energy and too much assess/solve energy.
We guide the CEO in deciding whether to hire new team members, reposition and re-commission exiting team members and where administrative support positions may be warranted. This is typically a half or full-day, client-site event, a very powerful and success-creating process that has a tremendous and beneficial impact on the team and company.
Additional meeting and training time, both before and after the Executive Team Profile, will be conducted with the CEO, as well as follow-up meetings at 30 and 90 days after the session.

Taylor Protocols is in the business of paying for itself many times over.  This is an investment in your company and your people. The information that comes from our work is some of the most powerful and valuable knowledge that can be learned, and has changed thousands of peoples' lives and improved human capital efficiency of numerous companies.

Our Hiring Technology & Separates Us from the Rest

Contact us to today to find out more and to schedule a free consultation!!

What you can expect from us.

  • Understand the basic needs and expectations of every customer
  • The key components of the Cycle of Service
  • How to use your Cycle of Service to identify service improvement opportunities
  • Instruction on the 8 critical concepts / 8 specific skills that build service excellence

Why Choose Us      We get results!

 

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