LeBron James, Team Building and Assessments

/in , /by

The Business Lesson LeBron James Learned (hopefully)

The 2015 NBA Finals went to six games. The day before the sixth game, when asked if Cleveland would win the game and tie up the series avoiding elimination, LeBron James replied “No. Cleveland will win because I am the best basketball player in the game.”

This was a bold statement, but as my father used to say , “It ain’t bragging if it’s true” and I believe LeBron was not bragging. In game six of the 2015 NBA finals, James again poured out with 32 points, 18 rebounds, and nine assists, but the Golden State Warriors hoisted the Larry O’Brien Trophy after finishing and the Spurs clinched the 2015 Finals in Cleveland.

Read more

Nervous about Filling Your Talent Pipeline?

/in , /by

Are you getting nervous about how to fill your talent pipeline during the next few years? If you said no, you may want to consider the cold hard facts of what we are facing. According to the Pew Research Center, 10,000 baby boomers will reach retirement age every day from now through 2030. In addition, staggering statistics abound; 50% of U.S. government workers are eligible to retire and 55% of registered nurses can be expected to retire between now and 2020.

While unemployment remains high, finding skilled workers to fill open positions is among the top challenges in virtually every organization. As the economy improves, top talent will have more choices and attrition will accelerate. In addition, “X” and “Y” generation leaders will require us to evaluate our approach to career progression/options, work-life balance and global factors. This, along with strategic uncertainty, the impact of social media and data overload, and the increasing velocity of business, indicates mounting people challenges ahead for businesses large and small.

Read more

DESP… Pick the Right Employee

/in , /by

Many organizations use various tools and techniques for identifying their talent pipeline. Some use a “nomination approach,” while others use traditional tools such as a performance and potential matrix, a tool used by managers to identify high-performing individuals who are potential promotion candidates, creating lists of probable candidates.

DESP: A New Approach to Traditional Succession Planning Models

We suggest that a more comprehensive and objective approach with four key components, or “pillars,” will provide the rigor and discipline to produce a solid and fluid pipeline of talent. The “four pillars” are the critical components to be considered with any strategy.

Each has its own set of contributing factors, and collectively they produce a solid foundation for execution. We refer to this as the “DESP” model.

Read more

New Tech to Manage Hiring

/in , /by

They say data is king. He who gathers and uses the data the best wins, no matter what the goal. So if your goal is to hire the best suited person for the job, are you optimizing your data?

For the last twenty years, the HR solutions for hiring used slow, inefficient processes to choose the right job candidates. Other departments, such as bookkeeping, sales and customer service evolved from using static, standalone contact systems to more sophisticated automatic systems. These new systems cut down on tedious entry work and added efficiencies and greater performance. They free up labor to perform more personal and human tasks allowing for better customer and prospect engagement and tighter financial performance.

Yet, HR talent acquisition remained limited to software filled with old data that required manual updating and was difficult to use. Time and space were being taken up with paper application or slow digital storing and sorting processes. With these systems, 80 percent of a recruiter’s time was typically spent performing low-level mindless tasks.

However, hiring and development of good talent is getting a boost from more sophisticated data management. Forward thinking companies are now utilizing more sophisticated software systems that use data science and predictive analytics to alleviate the menial work.

Read more

New Role of HR Manager- HSM

/in , /by

Hiring and development of good talent is getting a boost from sophisticated talent data management. Forward thinking companies are now utilizing more sophisticated software systems that use automation, data science and predictive analytics to optimize talent decisions while increasing efficiency in talent management processes. This new breed of “smart” hiring software is fueling an emerging category called hiring success management (HSM).

As HSM becomes more prevalent and computers take over much of the routine side of recruiting, some industry watchers have expressed concern that recruiters’ roles would become obsolete. In fact, the opposite is true.

Read more

Tranquil Inertia

/in , /by

Do you have a place you go to relax? Get away from work, stress, commitments? Disengage? That’s tranquil inertia.

Paradox theory in Harrison Job Suitability Assessments identifies “tranquil inertia” as part of the Paradox for “Motivation”. Self-Motivation and Stress Management may seem to be contrary traits, however when a high intensity exists in both traits you reach an area of “Poised Achievement”.

However, if your preference for self-motivation is low and your stress management is high, you probably operate routinely in tranquil inertia. When the preference to achieve is greater than your ability to manage stress, you may develop an underlying desire to have a respite from your hard work, in other words you seek a place of Tranquil Inertia.

Read more

Using a Job Suitability Assessment

/in , /by

There are many types of assessments and each has its own purpose.

A critical consideration in selecting an assessment is to use an assessment that fits your purpose. If you are attempting to hire, develop, promote, and retain talent, the assessments must produce reports that are related to the requirements of the job.

If you use a job suitability assessment, there are several important factors which make the assessment useful. These include:

Read more

Do You Have a Drama King/Queen ?

/in , /by

Drama Queen

Do you have a Drama King or Queen? You know the type….

Characteristics: Wants the whole world to know what’s happening in their lives and ever ready to share openly the ups and downs of their all too public soap operas.

Read more