WARNING: Before You Interview Your Next 911 Operator Candidate…

Don’t Make The 3 Mistakes 911 Hiring Managers Kick Themselves Over

They Thought They Were Hiring The Right Person, But They Missed It And Now Everyone Is Complaining

Learn how to hire right, the first time, and every time

A Few Distressing Facts About The Difficulty of Hiring Right:

  • The average cost to hire a candidate is $4,425; for executives, it jumps to $14,936
  • It takes on average 36 business days to hire talent (MUCH longer for government jobs)
  • Over one-fourth, (26%) of those you hire will be gone before a year has passed

Talent Acquisition Benchmarking Report (shrm.org)

Are You Struggling To Find The Right Candidate?

  • Are you having trouble finding people with the right attitude and skills?
  • Maybe you’re struggling with high turnover, you’re frustrated because you can’t seem to find anyone who will stick around and do the hard work
  • Or maybe your hiring tools are outdated, you know there are better ways to recruit, evaluate and interview talent, but you haven’t had the time to upgrade your hiring process

Hiring Can Be Such a Headache

There you are, at your desk, staring at another resignation letter from yet another employee. Your hands are clammy and a headache is pressing as you squint at the words, “To Whom It May Concern: Please accept this as my official two-week notice…”

This one didn’t even last a year. You remember how tough it was to fill this position not that long ago and now you have to go through the exhausting process all over again.

  • Sort through ALL those resumes…again.
  • Set up all those Zoom calls…again.
  • Reject a bunch of candidates that might have been good, but you had to cut down the list.
  • Or…struggle to find someone…anyone…who met the basic qualifications for the job.
  • Then come the mind-numbing interviews. (put a space after this)

People are nice enough, all shiny and smiley and eager to please; telling you all the answers they think you want to hear; interview after interview after interview. (put a space after this)
Then you choose one, roll the dice and send the offer letter…and cross your fingers.(put a space after this)
Most times you get it right…(put a space after this)
But when you don’t…the stress that new hire causes are staggering. Ugh!

People Screaming At You “Hire Someone Already!”

Until you get the new person hired, your co-workers (and sometimes you) have to pick up the slack. That means putting in the extra hours, missing kid’s birthday parties and sports events. Everyone gets overworked, stressed, and frazzled – and they blame you.

But they don’t understand how difficult it is to find the right person for the job. Just look at any workplace research and you’ll find the truth: (Put a space after this)

The talent shortage is a real issue in the current market. Almost three quarters (72.8%)
of employers are having a difficult time finding skilled candidates. 

* 2020 Hiring Statistics, Trends & Data: The Ultimate List of Recruitment Stats (jobbatical.com)

Your people just want somebody, anybody to get in there ASAP. But you KNOW what happens when you give in to “put a butt in a seat” as quickly as you can. It’s a downright disaster. You have to vet the new hire. You have to hope you’ll get a good fit.

But good talent is hard to find.

That’s not even the worst part…

How To Know When The Wrong Person Got Hired

The worst part is when hiring goes wrong.

Despite your best efforts, sometimes the person you hire turns out to be a wrong fit. You know they don’t fit when things like this begin happening:

  • Co-workers complain about their attitude and performance (sometimes bitterly, often loudly)
  • The new hire takes forever to learn their job, and they never really get good at it
  • Bad attitude issues keep popping up
  • Someone has to rework what the new hire does, again…and again…and again
  • The new hire teams up with the bad apples and takes on their judgmental, sneering ways
  • They are fired or quit within the first year

You shouldn’t have to go through that again. Ever! (change the color of the following header to black, not dark grey. ALSO, in the next section, pay attention to the bottom sentence about changing the rollover effect from mouse over to permanent.)

The Truth is Bad Hires are NOT Your Fault – It’s the Fault of Your Hiring System

You can make the right hire every time you follow a hiring system that leads plenty of desirable candidates to your inbox.
Then use automated tools to screen out those who don’t fit. This hiring system surfaces the top 2 – 3 most talented, cream-of-the crop, fantastic attitude, individuals for your consideration. (Change the background color from a rollover to a permanent orange. Enlarge the font size of the text inside the box)

Stop Struggling With Your Hiring Problems – There IS A Solution To Hiring Right The First Time and Every Time

Our Hiring Cure Wipes Out The 3 Mistakes Most Hiring Managers Make

Mistake #1 – Not Getting Candidates to Eliminate Themselves by Asking This One Question (Bold)
Email this question automatically to every candidate and the majority won’t even respond – you just cut your work load by at least 50%. (Often only 3 in 10 answer – more on this a bit farther down)

Mistake #2 – Not Crafting The Interview Questions Correctly – This Is The Worst Mistake – By Far! (bold)
Very few companies have the correct interview questions – this is a HUGE mistake and almost every Hiring Manager makes it. (I’ll show you some of the best questions to ask in just a little bit)

Mistake #3 – Not Automating Your Hiring System To Free Up Your Time (bold)
You want to focus on ONLY the top 2 – 3 candidates – our hiring system gives you the time

Bonus Mistake – Not Getting Enough Candidates To Apply In The First Place (bold)
You must write your ad correctly and post it in the right places so you get a flood of candidates – otherwise, you can’t be choosy – and you need to be choosy!

Why Am I Qualified To Help You Hire 911 Superstars?

J.T. Taylor, M.A.

Hi, I’m J.T. Taylor. I’ve trained over 10,000 teams, managers and leaders from every type of business and organization including Brigadier Generals from the USAF, Army Corp of Engineers, Microsoft, Target, The Girl Scouts of America and yes, hundreds of 911 Call Takers, Communication Managers and City Leaders.
I was an early adopter of Behavioral Interview strategy having learned the process from Dr. Charles Ridley of Texas A & M University. In the early 1990’s I was tasked with writing an interviewer’s manual for church planters and adapted the methodology to write hiring guides for sales organizations, a pest control company, a marketing consulting company and several 911 Communication Centers among others.
I worked with the City of Grand Prairie, Texas and revamped their entire hiring system for 911 Communicators. I also have worked with Tarrant County Sheriff’s Department and the City of Fort Worth. In addition to my work with those cities, I’ve trained hundreds of 911 Operators over the past 10 years, teaching them skills from Resolving Conflict in the Workplace, to Understanding the Personalities You Work With, to Effective Training Strategies for New Hires (and many more topics).

I’ve spoken at multiple APCO conferences, coached 911 Operation Center Supervisors from Texas, Washington, Oklahoma, Louisiana and Washington, D.C.

Being a 911 Operator is a difficult job. The emotional stress crushes all but the most resilient. Quick thinking, targeted instincts and poise under pressure are all must-have qualities to be effective. I have deep respect for this county’s true first responders. The Hiring Right the First Time guide is my effort to give something back to this under-appreciated community. If I can make your job as a 911 Operation’s Manager a little bit easier, a little bit less stressful…if I can help you bring in a new team member who is truly a breath of fresh air, competent, hard-working, who has an awesome attitude…well, our world will be a better place for all of us.

How To Hire Right The First Time and Every Time – A Sneak Peek

  1. Use the Right Hiring Ad to Attract Top Talent

    There is a very specific way to structure hiring ads to intrigue and motivate candidates to apply. Let me give you a hint – it’s not how most cities, counties and government agencies write theirs.

  2. Search for Candidates in The Right Places

    A lack of applicants for 911 positions is a result of not getting the job in front of enough of the right candidates. It’s that simple. I’ll tell you one place you should always advertise – Indeed.com. There are two other places as well.

  3. Automate the Screening Process – Save Your Time For What’s Most Important

    – In the ad ask for the candidate to do something specific such as “Please include a cover letter and address it to (your name).” Put in the ad somewhere, “If you apply for this position without following the directions listed, you will not be considered.”

    Then – Delete any resume that doesn’t follow the specific directions.

    Why? This step eliminates the many people who are floundering about, tossing resumes out there in the hopes that someone will take a look. These people are only typically marginally qualified to perform the role you are hiring for. They certainly aren’t top talent. The delete button is your friend!

Top talent pays attention to directions and takes responsibility for doing a task correctly.

  1. Use the Right Hiring Ad to Attract Top Talent

    Send an automated email to all applicants with 4 – 7 questions and include the question that ensures you’ll only end up dealing with top talent. Ask this,

    “As part of our interview process, we want to talk with your previous supervisor. We ask that you set this conversation up and give your approval for us to discuss your job performance and attitude. Is this something you are willing to do?”

    This question typically eliminates 50% to 70% of candidates. They will never respond back to your automated email. Why? Because they know you can’t be fooled. Their previous supervisor would reveal their bad attitude and poor performance.

    And those that say, “Heck YES you can talk to my previous Supervisor. They’ll tell you what a rock star I am and what a fantastic attitude I have.”

    These are the candidates you want to focus on.

The right hiring system eliminates candidates automatically so you can focus your time on only the top 2-3 candidates.

See how much time you’ve already saved?
  1. Phone Call

    Top talent doesn’t wait around, so you have to do three things:

    1. Check to see if the candidate can pass one really tough question/category. You are looking to knock this person out of the running if you can. So, you take them through 2 – 3 hard-hitting behavioral questions to see if you’re dealing with a leader or a loser.

    2. Check for the big things that knock out candidates during the background check to ensure there will be no surprises when you get to that step. If you come away impressed, then talk about the benefits of working in a job that saves lives, makes a serious positive difference and ensures their life counts for something incredible.

    3. Convince them to commit to the hiring process Explain the rest of the hiring process, including your projected time-frame and get their agreement they’ll stick with you.

    Yes, you need to sell them on the position. With top talent, act like a recruiter.

  1. Tests & Ghosting

    This step is an initial competency and chemistry test.

    Competency – schedule a CritiCall test (evaluates typing speed, map reading ability, decision making, etc.)

    Chemistry – If they pass the competency test, then have them shadow a few of your BEST 911 Operators for a few hours. Encourage the candidate to ask as many questions as they want.

    IMPORTANT: Ask your Operators their thoughts on the candidate afterwards. This involves them in the hiring process (which makes onboarding soooo much easier) and it gives you valuable insight from your sharpest, hardest working, best attitude employees.

Note: If you’d followed this hiring system, you’d personally have 1 – 2 hours invested so far into this candidate – at the most.

  1. Background Checks, Psych Evals and Drug Tests

    Don’t even start these until at least this step. This part of the hiring process can be expensive and you don’t want to waste a bunch of time and money on average candidates. So, push it towards the end of the hiring process.

    Yeah, yeah…I know. The background checks take forever, especially if another department is responsible for them. However, what if you could make a deal…

    “Sergeant, I know you’re responsible for doing background checks for every city employee, but hey, would you be willing to make a deal? What if I didn’t send you a bunch of candidates that we were just checking out. Instead, I only sent you candidates we were super interested in hiring, ones who we would almost certainly hire if they pass the background check. Could you maybe expedite my candidates?”

And now, comes the most important part!

This next step is the key step…the most important part of the hiring process…this is where you separate the good candidates from the great ones (you’ve already eliminated the poor applicants automatically.)

  1. The Behavioral Interview – The MOST Important Step!

    Why is this step the most critical? Because the behavioral interview is not like any interview you’ve ever done before.



We have done the research on what intrinsic qualities a 911 Operator must have to perform with excellence. There are 5 qualities.


We've designed a series of tough, hard-hitting questions that pull out the data from the candidate on how they stack up against these 5 key performance metrics.


We've established a detailed rating system for each category so the candidate can be accurately evaluated against these 5 metrics.

That’s right, there are five critical areas a person must be skilled in to be a successful 911 Operator. And if your candidate doesn’t shine like a rock star in every single category, then you’re making a good hire at best, but most likely an average hire, and yes, occasionally a bad hire. In other words, more of the same. You’re re-loading your Communication’s Center with average. You’re making your own job much harder than it needs to be.

  • Ever hire someone who froze on a difficult call?
  • Has anyone you hired been a know-it-all and wouldn’t receive constructive criticism?
  • Did you ever bring someone on who couldn’t handle multiple tasks at the same time?
  • What about those who lost it and couldn’t deal with the emotional strain of the job?
  • What about the person who is toxic and blames everyone else for their mistakes?

The behavioral interview is strategically designed to flush out a candidate’s dangerous characteristics. It’s not a typical interview, and it doesn’t produce typical results

The behavioral interview is a cutting-edge development from Industrial Psychology that is being embraced by Fortune 500 companies the world over – especially for top talent and executives.

What’s Wrong With Typical Interviews?

    1. A Typical Interview Asks Typical Questions (Which Typically Result In Average Hires)

      Questions in a typical interview usually go something like this (and ALL of these questions are very poor at identifying quality talent)

      Question: Why should we hire you?
      Question: What would you do in (fill in the blank) situation?
      Question: Where do you see yourself in five years?
      Question: Why do you want this job?
      Question: How would you describe your last boss? Last place of employment?


  1. The Typical Group Interview


    Group interviews are often set-up in a somewhat “adversarial” way (at least that’s how it feels to the candidate). The thinking behind this approach is:

    “If the candidate can’t handle the stress of a tough interview, what makes them think they can handle the stress of being a 911 Operator?”

    While this thinking is correct, the way it is executed often gives false data. Calm Under Pressure IS one of the five key quality characteristics which 911 Operators must have to be successful. So, why does a group interview not work well?

    Two Reasons Group Interviews Don’t Work Well

    First – Usually there is at least one person on the interview board who prides themselves on being the toughie. They enjoy trying to get candidates to break down. They take the gloves off, hit hard and hit mean.

    While an ideal 911 Operator candidate must remain calm under pressure, that’s not quite what is happening here. The candidate is being bullied. They are being treated with disrespect and often criticized harshly for answers that have little to do with the job.

    How do YOU react to being criticized and bullied? Are you at YOUR best in that situation? What if everyone else in the room is carefully scrutinizing your reaction and your job relies on their opinions of your behavior? But still, you’re a pretty darn good 911 Operator, correct?

    The characteristic you want to evaluate is “Calm Under Pressure” not “Positive Response to Being Antagonized.”

    There is also another key difference. On a 911 call, the Operator can and should take charge. They are encouraged to be forceful and direct…even extremely assertive if necessary. In the interview, the dynamic prevents such behavior. A candidate taking charge would come off as rude and disrespectful. So, this group interview puts the candidate under pressure, but yanks out the tools a candidate needs to effectively deal with the pressure. This gives false data.

    Second – The interview is only as good as the questions, regardless of how many interviewers there are. Excellent questions, focused on the key behaviors the candidate must have to be successful on the job, are all important. You MUST ask questions which give you the data you need to properly evaluate a person against the qualities they MUST possess in order to be successful in that position. Anything else gives you false data.

    Example: Who cares where a person sees themselves in five years if they can’t do the job you are hiring them for right now? Asking the “Where do you see yourself in five years?” tells you literally nothing about how successful a candidate will be in the job.

Hiring Right The First Time Is Built On Behavioral Interviewing

Behavioral Interviewing is a cutting-edge hiring strategy based on the following foundation:

“The Best Predictor of Future Behavior is Past Performance.”

This principle is used to project how well a candidate will perform in the future in very specific situations. Like when:

  • A frantic mother screams into the phone “I just pulled my baby from the pool and she’s blue! HELP ME!!!”
  • Or when a caller fearfully whispers, “I want to order a pizza.” And the sound of a gun cocking is heard in the background.
  • Or the frightened little boy’s voice saying, “Mommy won’t wake up.”

Some people have the hard-nosed, mental-fortitude and emotional-resilience to shine in these situations – most don’t.

Behavioral questions dig deep into a person’s past and coaxes similar encounters to the surface – and exposes how the candidate handled those challenges.

This is the data you need.
Our Hiring Right guide shows you exactly how to find it.

No More Guessing – Base Your Hiring Decision On Solid Data

Here is what we’ve researched and written into the Hiring Right The First Time guide:

  1. We’ve spent 7 years researching the five MUST HAVE quality characteristics a person needs to be a successful 911 Operator.
  2. We’ve defined each characteristic into four sub-traits specific to the challenges 911 Operators face.
  3. Each of the four sub-traits, in each of the five quality characteristics categories, has its own behavioral interview question.
  4. Each question is hyper-focused on specific qualities your candidate absolutely MUST possess to be a Rockstar 911 Operator.
  5. We show you how to follow up each question and dig deeper, check for depth and breadth, understand the context of their answer, and make sure you have a valid example, with all its nuances, so you can extract the data you need to make an accurate decision.
  6. Each category has a corresponding scoring criterion, with examples and patterns to look for, so you can clearly evaluate whether your candidate is poor, good, or great.
  7. All five quality characteristics areas are measured, based on behavioral data direct from your candidate’s past, on a scale of 1 – 5.
If the candidate scores a 1 – 2 (poor), in any category you should not hire them. If they score a 3 in any category, that is acceptable. That candidate will most likely be an average performer. But what you’re really hunting for, and you’ll find with our hiring guide, are those that score 4 – 5. These are your great candidates and they’ll be your rockstars.

Are Your Current 911 Operators Your Dream Team?

If you were using the Hiring Right The First Time hiring system right now, and the next group of employees you hired were all excellent, how much time and money (let alone stress and frustration) would you save over the next 12 months? Over the next 3 years? 5 years and beyond?

Think about it…

Your Best Employee

Who is your best employee?
Go ahead, bring them to mind. What are their top qualities? Which of the following characteristics do they display consistently?

  • Punctual
  • Responsible
  • Diligent
  • Friendly
  • Caring
  • Takes care of things without having to be asked
  • Knows their job and does it with professionalism
  • Helps others out cheerfully
  • Influence others in a positive direction
  • Says nice things about you and others
  • Is grateful and appreciative
  • Goes the extra mile on a regular basis

Your Worst Employee
Now let’s look at the other side. Think of your worst employee. Got that person locked into your minds-eye? Good. So, how many of these traits do you experience on a regular basis?

  • Complains about everything, all the time
  • Gossips
  • Rude and condescending
  • Lazy – does the minimum required to get by
  • Blames others – plays the victims “It’s not my fault”
  • Others don’t like working with him/her even to the point of trying to change shifts
  • Works the system to avoid being fired
  • Can’t be fully trusted so you have to spend extra time monitoring their performance
  • Infects others with their bad attitude
  • Eats up tons of your time with their petty grievances or problems they cause
  • Exposes your agency to liability issues that could end up with you on the evening news trying to explain what went wrong

Someone hired both of those employees.

What if you could replace the bad with the good, again and again and again, until you finally had your workplace loaded with high achievers who had awesome attitudes?

Listen, somebody is going to be hired for those empty positions on your team. And if those new hires don’t work out, it won’t be because the hiring manager knew they were hiring a loser. Heck no!
Hiring managers only hire people they think are going to work out.
The problem is, they never really know. Despite their best efforts at selection, sometimes the wrong person gets hired – and those mistakes are COSTLY!
If you look out over your call center and you have several bad employees…well…
…Is it ok if I’m honest?
…Your hiring system sucks.
And if nothing changes, then nothing changes. You keep those bad employees and you’ll keep adding some good, a lot of average and more bad ones into the mix.
Something has to change!
Isn’t it time to upgrade? Isn’t it time to get the absolute best people into your call center right now?

How To Get The Hiring Right The First Time Complete Hiring System:

  1. Click the Get The System button below and check out.
  2. Send me an email directly to schedule your 30-minute personal coaching call
  3. Follow the Hiring System and start hiring superstars
    I’m here for you every step of the way. I want you to be successful, so I’ll help any way I can to make sure you get all the support and coaching you need.

What’s Included In The Hiring Right The First Time Guide

  • Pre-Written Hiring Ad which draws in top talent
  • A list of the best places to post your hiring ads so you get TONS of qualified applicants
  • Backup strategies on how to find candidates if you are not finding enough applicants
  • A list of what interview questions to never ask and why – these questions allow candidates to fool you and hide their true qualities
  • Advice on how to work with higher-ups and other departments who are part of the current hiring system – and what to do if they resist cooperating
  • An entire section detailing what types of interview questions are legal and illegal – staying compliant with the law is an absolute must
  • The 5 quality characteristics a 911 Operator MUST have to be successful – miss even one of these critical 5 and you’ve got a bad hire
  • A detailed breakdown of each of the 5 quality characteristics – so you can be very clear and very specific on being confident you’re hiring the absolute best candidate
  • Each of the 5 quality characteristics is broken down into 3 to 4 sub-traits and each sub-trait has its own behavioral question hyper-focused on checking for that specific quality
  • Instruction on how to structure the behavioral interview to put the candidate at ease, including techniques to ensure your candidate is truthful
  • Full-scale evaluation and reporting section, with example behaviors for each of the 5 quality characteristics in three rating levels: Poor, Good and Great
  • Training on how to conduct the behavioral interview for you and your team including how to tag-team categories and questions, taking notes, comparing insights, and confirming ratings

Hiring Right The First Time – Table of Contents

Chapter 1 – Why Hiring Often Goes Wrong

Chapter 2 – Hiring Right the First Time Strategic Overview

Chapter 3 – How to Get the Best Candidates to Apply

Chapter 4 – A Hiring Ad That Works

Chapter 5 – Why Most Interview Questions are Horrible

Chapter 6 – What is Behavioral Interviewing?

  • How Successful 911 Operator Qualities Were Selected

Chapter 7 – What Makes a Great 911 Operator?

  • Target Quality Characteristics Defined

Chapter 8 – Rating the Candidate

Chapter 9 – Conducting the Behavioral Interview

  • Multi-Tasking
  • Calm Under Pressure
  • Quality #3
  • Quality #4
  • Quality #5

Chapter 10 – Scoring Guide

  • Hire, Don’t Hire, Hire with Reservations

PRICING - What Is The Hiring Right The First Time Guide Worth?

Turnover is EXPENSIVE!

Industry research shows that it costs on average half an employee’s annual salary to replace them. So, if you’re 911 Operators make $30,000 a year, it costs about $15,000 to go out and hire someone to replace them. The costs include:

  • Overtime paid to those covering the position until a new employee is hired and trained
  • Supervisor’s (and others) hourly rate for posting the job, sorting resumes, testing candidates, interviewing, background checks and psych/drug tests
  • Training hours for both the new hire and their trainer(s) until they are cleared to take the floor
  • The weeks, months and beyond others have to step in and cover for the new hire as he/she gains competency to do the job completely on their own

If the new hire quits within the first year? Then you’ve got to do it all over again – spending that money and straining your budget. Turnover is a serious cost!

If you avoid just one new hire from quitting in that first year, you’ve saved $15,000.00.

Clients Have Paid $10,000 For The Hiring Guide

Client’s have paid us $10,000 to implement our Hiring Right The First Time system. We assisted them with everything from writing and placing an ad that recruited well, we restructured the steps of their hiring sequence, secured permission for changes to the hiring system (i.e. did away with panel interviews as an example), and trained and instituted behavioral interviewing.

This resulted in a transformation of their 911 Center from overworked, complaining operators to a fully staffed, strong team with balanced workloads (read very little overtime and outstanding morale).


  • Complete Hiring System for 911 Operators
  • Build a Dream Team of Dependable, Positive, Coachable Top Performers
  • Step-By-Step Instructions – Easy To Implement

$5,000.00 (Previous price)
$2,497.00 (First 3 To Act Only)


The first 3 clients receive the following bonuses:

#1. 30 minutes of personal coaching via Zoom. Ask any question, review your present hiring system with me and I’ll show you where the easy wins are that you can implement right away. We can cover strategies to get other departments to sign off on the new hiring process. Ask me anything!

#2. I’ll join you LIVE via Zoom for an upcoming interview. That’s right, I’ll be part of your interview team and take an entire category and lead the interview, ask the questions, including the follow up questions and score your candidate. This will give you direct, hands-on experience on the specifics involved in our interview process. I’ll partner directly with you.

#3. Unlimited Coaching For 30 days. I want you to be successful, so anytime you run into anything that slows you down, call me.
One Request – If you use any of the bonuses, I’m asking for an honest testimonial. I know this system works, it’s worked for several companies and government agencies that have applied it. However, I want to get the word out and I need your help. So, I’m asking for an honest testimonial of your experience.

Can I Ask A Question?

If you’ve read this far and you haven’t taken action…why not? What’s holding you back? Isn’t it time to make it happen and create your Dream Team? Go ahead, make a decision, right now, and surround yourself with super-star, positive-attitude, dependable, hard-working, competent 911 Operators.

If you’re still reading, it must be because you have questions. So, ask it right now. Pick up the phone and call me. My name is JT and my phone number is (866) 824-4950. Ask my anything. I want to hear from you. Get the answer so you can make your decision.

If you don’t have any questions…
…and you know you need higher quality Operators…
…and if you don’t take action right now…
Please understand…you ARE choosing to keep the status quo:

  • Forcing overtime – which upsets your boss and those who don’t want it
  • Agreeing to toxic Operators and the stress and headaches they cause (they CAN be replaced)
  • Choosing to roll the dice and maybe hire losers, instead of confidently hiring true leaders
  • Don’t do this to yourself – choosing the hard road. Making your job more difficult than it should be.
  • Inviting the stress of working with poor quality people.
  • You’re choosing to stay in crisis mode, rushing around putting out fires, managing tattletales, gossips and pot-stirrers.
  • I don’t want that for you. It’s exhausting and you don’t have to suffer those problems anymore.
  • Haven’t you dealt with enough problem employees who act more like children then true professionals?
  • Don’t spend another year of your life buried under the problems they create – choose a better way.