I like rules that make sense. Rules that have a purpose. Rules that are intended to make us more productive people.

Recruiting, coaching and work performance are governed by the rules of human behavior. The rules aren’t always as ironclad as the rules of the physical universe but they are fairly predictable.   While it may seem complicated, our job will be to boil these principles down to rules you can remember and use on a daily basis.

Over the first few weeks, I will gradually list and describe some of the rules around human behavior, and then dive into each of these rules in more detail in the months ahead. I hope you follow along for the ride. 

The Rule of Relationship Credibility

Whether you’re recruiting new talent, coaching a team of high performers, or teaching others to recruit clients, you must understand the concept of relationship credibility.  Ask yourself this question: 

“Can I generally figure out when someone is exploiting me for their own goals?”

I think most of us have a good barometer for detecting when this is happening, and those with whom you’re attempting to build a relationship can figure this out too.

If you want to draw in the very best talent, and draw out the most from them, then you have to understand what the best talent needs from you. Talented people want to have relationships, be understood, and be associated with people who are credible. 

How is credibility built?  It is partially built through ”process” and partially built through “substance.”

The definition of “process” is “a series of actions directed toward a specific aim.”  Consistent and thoughtful follow-up shows that you are dependable.  A well-conceived plan demonstrates integrity in your thoughts.  If those around you perceive that you only make contact when you want something, you will not be perceived as credible. Executing a process will prevent this from happening.

While process is important, substance is even more important.  The substance in a relationship is most easily developed by learning about the other person’s story.  This is vital because it gives both of you the opportunity to assess if joining your team will fit into the remainder of the person’s life story.  With genuine interest comes credibility.

Here’s what you need to know. What drives them?  What are their ultimate goals? How does doing what they’re doing now fit into this goal? How does it fit into their financial, family and retirement objectives? How does it fit into their charitable or church affiliations? How does it fit into their personal development? The answers to these questions will illuminate the foundation of their life story.

If a person knows that you are genuinely interested in them, he/she wants to be asked these questions. Having this exchange will give you the most valuable tool known to managers: relationship credibility.

With relationship credibility, you can begin to integrate every conversation regarding business plans, sales objectives, and talent development into a person’s big picture. This will be experienced as authentic, natural, and mutually beneficial.

David Mashburn, Ph.D.   

Dr. Mashburn received his Ph.D. in Clinical Psychology in 1986, and has over 25 years of experience as a psychologist, assessment consultant, psychotherapist, and speaker.

In addition, Dr. Mashburn had the pleasure of serving as adjunct faculty member of Seattle Pacific Universities School of Business and Economics, teaching Leadership and Management and Chapman College graduate psychology program, teaching psychological assessment and measurement.

He has completed extensive post-doctoral work through the Masterson Institute, and is a graduate of the Hudson Institute of Santa Barbara (Individual and Organizational Systems). He has also conducted research on the characteristics affecting spiritual well-being and relationship satisfaction.

Dr. Mashburn currently serves as Director of Research and Development for Tidemark Inc., operates his Clinical Practice, and continues to serve as an assessment consultant to both federal and state governments. He resides in the Seattle area, has been married for 30 years and has three grown children.

Ben Hess  

Ben was a graduate of the United States Naval Academy and served two tours in Japan as a Naval Officer administering more than $200M in construction contracts on behalf of the US government.  Ben was awarded two Navy Commendation Medals and two Navy Achievement medals for his work in Japan.

After completing his Naval Service, Ben became a top sales and marketing manager for Tektronix, a publicly-traded electronic equipment manufacturer, where he grew sales by more than 50% among the most strategic accounts in Washington state.  In 2000, he founded PlateSpinner, a work-life balance software company focused on giving Fortune 1000 companies innovative strategies for retaining Gen X employees.   In 2002, Ben founded BirchTree Capital, a financial software distribution company focused on equipping high net-worth investors to diversify into the commodities markets.

Ben currently serves as the Managing Director of Tidemark, Inc. and resides in the Seattle area.  He has been married for 20 years and has six children.

Lisa Sykes   

Lisa graduated cum laude from Western Washington University in 1993, with a Bachelor of Science in Sociology, and a minor in Psychology.  Her undergraduate work included research and detailed content analysis in the area of missing children in the Department of Sociology.

Her background is in Human Resources recruiting, training, employee relations, and policy development and revision.  She was previously employed by the City of Vancouver, WA recruiting for Police, Fire, and Public Works Departments.  She additionally served as Project Manager for select city programs, wrote and edited company policies and procedures, coordinated all City training modules, and assisted closely in the City’s movement toward self-directed work teams.  Lisa has received recognition and awards for exceptional customer service and demonstrated sales achievement in her career.

Lisa currently serves as Marketing Assistant and Chief Editor at Tidemark, Inc. and resides in the Seattle area.  She has been married for 17 years and has two children. 

Lee Gray

Lee earned her B.A. in Political Science and Criminal
Justice from the University of Wisconsin in 1993.  She served as a legislative intern in the state
Senate for the majority of her senior year. 
During that time, she drafted the “Manner of Dress” bill that was later
voted into law in the state of Wisconsin.

Prior to coming to Tidemark, the majority of Lee’s
experience was in the non-profit world. 
Starting out as a case manager for Big Brothers/Big Sisters, she later
joined a start up non-profit organization that focused on drug and alcohol
treatment and prevention for adolescents, and moved into program development
and implementation for at-risk youth and homeless families.  Lee also served on the board of two
non-profit organizations dedicated to feeding and supporting
low-income/homeless families.

Lee moved from New Hampshire to the Seattle area with her
husband of 17 years and two sons, and currently serves as the Senior Account
Manager for Tidemark Inc.