Have you heard of a “Stay Interview”? Unlike an “Exit Interview” which is given when you leave a company, a stay interview is conducted when an employee is continuing in an organization. The purpose of a stay interview is to find out what will keep the employee happy within the company, identify what sort of motivation she needs, inquire about a specific training or development program the employee wants, and hear any concerns or grievances the employee voices.
If you are scheduled for a stay interview and want to be clear on what you need to remain at the company, try using the “Mojo” process that Marshall Goldsmith describes in his book, Mojo: How to Get it, How to Keep It, How to Get It Back If You Lose It.
If you’re thinking that mojo is a folk belief in the supernatural powers of a voodoo charm, you’re right. It’s used in other contexts to describe alignment of one’s energy so good things can happen. Ever hear a recording of American blues musician Muddy Waters singing “Got My Mojo Working”? Listen and you’ll understand mojo.
Goldsmith, one of the top ranking executive coaches in the world, has brought Mojo into the business world: “Mojo is that positive spirit toward what we are doing now that starts from the inside and radiates to the outside.”
Below are his four vital ingredients that combined will bring you clarity and great Mojo.
1. IDENTITY
“Who do you think you are?” The key to answering the question is to be honest and truthful about how you perceive yourself. This is not about what others think of you; it is about your self-assessment. Don’t back away from owning and sharing your self-appraisal.
2. ACHIEVEMENT
“What have you done lately….that have meaning and impact?” A good question, isn’t it? With many of my coaching clients, I suggest they write a monthly report and e-mail it to their supervisor regularly. Although the supervisor may never acknowledge or mention it, you will be aware of your accomplishments—and ready for your annual performance review.
Goldsmith looks at achievements from two perspectives: “What we bring to the tasks?” and “What the task gives to us?” Think about your answers and dig deep to find your truths about the give and take of what you do. “Until we can honestly put a value on what we’ve accomplished lately, we may not be able to create or regain our Mojo,” are words the coach uses with a CEO or her reports.
3. REPUTATION
“Your reputation is a scorecard kept by others,” Goldsmith writes in yet one more best-selling business book (to see more go to http://marshallgoldsmithlibrary.com). What he says is true, especially in a world where online networking, communication, and evaluation websites (such as www.RateMyProfessors.com) offers ways to influence an individual’s reputation. Questions you can ask yourself about your reputation include, “Who do other people think you are? What do other people think you’ve done lately?” (Visit www.ReputationDefender.com if you want help to monitor and manage your reputation.)
4. ACCEPTANCE
“What can you change and what is beyond your control?” Another good question, isn’t it? I’ve written about acceptance before as too many of my clients perseverate about what they can’t change and don’t invest their valuable time in what they can change. “When Mojo fades, the initial cause is often failure to accept what is—and get on with life.”
Feeling any Mojo from answering the above questions? Are you feeling a positive spirit toward what you are doing that starts inside and is radiating out so that others can experience your best self?
Want to know your Mojo score? Go to www.mojothebook.com to download a guide to Mojo and the Mojo scorecard. Using these tools can improve your self-awareness. The process can also help you set priorities and gain clarity when you are called in for a stay interview—or decide that it is really your exit interview.
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