HR Top Priorities for 2024: Advance Your Organizational Results with Predictive Analytics

The Trust Quotient: From CEO to Entry Level, Trust Transforms Results

Best-in-Class Talent Management Analytics – The Irrefutable Business Case!

Best-in-class organizations rely on behavioral decision analytics to improve business results and increase competitiveness according to recent surveys and studies: McKinsey talent survey, IBM C-suite study, and Deloitte Human Capital Trends 2023. Harrison Assessments’ predictive behavioral analytics system offers innovative predictive analytics enabling organizations of all sizes and industries to adopt best practices and achieve […]

The Weak Link in Predicting Private Equity Investment Success

Talent decision analytics pay off across every business metric!

weaklinkbusinessclimberNo industry is more disciplined in analyzing data relevant to investments than are Private Equity firms. Their financial, operational and market analyses are comprehensive and rigorous to ensure the best investment decisions for their investors and portfolio companies.

On the other hand, evaluation of leadership, organization and culture is subjective at best. While many case studies demonstrate that the health of an organization’s culture and quality of leadership are top predictors of success, measuring those critical factors has been more an art than a science. In fact, recent McKinsey research found that investors have attributed 65% of portfolio company failures to people and organizational issues. 1 Having a sound succession plan and the right team in place for ongoing success has been a top priority for global organizations for many years. This advice is equally vital for PE firms. Yet, measuring leadership fit and cultural health has been the weak link in predicting success for Private Equity investments!
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The Sorcerer’s Apprentice – Talent Management Matters!

Remember the Sorcerer’s Apprentice in the award-winning 1940 Disney film Fantasia that has captivated audiences ever since?  Mickey Mouse played the role of the apprentice whose task was to keep a water reservoir filled by carrying buckets of water from a fountain up an arduous stairway.  While watching the Sorcerer perform his magic, Mickey got the brilliant idea of creating his own sorcery.  When the Sorcerer left for a rest, Mickey donned the Sorcerer’s hat and cast a spell over a broom that sprouted arms and at Mickey’s instruction began to carry water to the reservoir.  The scheme was working so well that Mickey took a nap while the broom continued its labor.
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Lift the Cloud over Recruiters – Use Artificial Intelligence with Feeling!

Harrison Assessments Unlimited Monthly Screening Aptitude

Summary: Harrison Assessments has developed an AI recruiting solution for organizations whose recruiters are overwhelmed by the recruitment cloud of uncertainty and a storm of resumes. Efficient, cost-effective, and predictive, it is a no risk solution with an incredible ROI. Harrison Assessments AI recruiting solution with feeling has a value proposition that organizations with high volume recruiting cannot afford to miss.

The challenges recruiters face in sourcing and hiring the best talent is daunting, to say the least, especially with the Great Resignation putting added pressure on recruiters.  Sometimes they feel like a cloud of uncertainty hangs over their heads – uncertainty about the availability of qualified talent, uncertainty about their ability to attract them in a competitive market, uncertainty about their future talent needs and the ability to hire right in the present to meet those needs.

The Rise of Recruitment AI
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Accelerate Transformation with Organizational Decision Analytics – Part II

“Whether you are responsible for the talent engagement and development of a large multi-national or a mid-size organization, Harrison Assessment’s Organizational Analytics offers best-in-class solutions to advance your business, cultural, and talent goals for 2021 and beyond.”

Accelerate Transformation with Organizational Decision Analytics

“Whether you are responsible for the talent engagement and development of a large multi-national or a mid-size organization, Harrison Assessment’s Organizational Analytics offers best-in-class solutions to advance your business, cultural, and talent goals for 2021 and beyond.”

Remote Work 2020 – It’s a Brave New World!

Over my long career, I have seen many changes in how we work and interact. Technologies are of course one of the biggest drivers, but the rapid transition to remote work as a result of the 2020 virus crisis has required the adoption of technology enablers on a grand scale! With so many people working […]

Man in business suit at split road

Paradoxical Leadership: Mastering Balanced Versatility for Improved Relationships & Performance!

Paradoxical Leadership is a concept that is well-documented in organizational literature, designed to support leaders facing competing priorities, diverse perspectives, and constrained resources. Many paradoxes are driven by leaders’ behavioral choices. The challenge is to consider both paradoxical perspectives rather than using an either/or solution; for example, Frankness and Diplomacy. This article explores several common cases of both individual leader and team situations in which Paradoxical imbalances result in dysfunction and hindered performance, engagement, and desired business results.

Accelerate Your Talent Future with Predictive Assessment!

Integrated Talent Management Requires Decision Analytics

Are you overwhelmed by the proliferation of HR-related technologies and analytics capabilities, as are many HR professionals? Like any disruptive technology, it takes time and commitment to sort through the possibilities, their benefits to the organization, appropriate talent strategies and effective implementation. Behavioral assessments are adapting to the new technologies but many assessment tools are simply that—resources to be utilized for narrow applications and specific needs. Change and innovation in the field are happening so fast that at times we need to just stop, evaluate processes/methodologies, and consider the ROI for adopting the new technologies and analytics.

Navigate Life’s Rapids with Balance: Whole Life Profile Achieves Lasting Change

Have you ever felt like you were hanging on for dear life in an out-of-control raft on an unnavigable river? You are not alone! Jessica is a mother with young children and a working husband who is also a Reservist. She is degreed and having worked earlier in their marriage is now exploring how and when she can return to work while maintaining continuity in the home. Since her husband is super task-oriented, after many years it has been challenging to deepen their marriage relationship and engage him more directly with the children. Not unlike many couples, they are opposites in their approaches, so navigating the emotional and spiritual aspects of their relationship has been somewhat like a rafting adventure!

The Whole Life Profile (WLP) assessment and workshop are a powerful combination to enable anyone to take control of their challenging situations across the five dimensions or spheres of life–physical, financial/work, psychological, relational, and integral or spiritual. Regardless of age, stage in life/career, challenge or transition, experiencing the WLP brings clarity to your strengths, areas of imbalance, and motivations to support your change process to achieve greater success, happiness, and improved relationships.

Sheryl Dawson, Facilitator

Julie Pastrick, Flagstaff Chamber CEO Interviews Sheryl Dawson on the Whole Life Profile

Sheryl Dawson, FacilitatorJulie Pastrick, CEO of Flagstaff Chamber of Commerce interviews Sheryl Dawson, CEO of Dawson Consulting Group, on Chamber Business Insights to discuss the Whole Life Profile assessment and workshop for individuals and couples.  Listen in to learn how you can bring balance to all aspects of your life and work for increased happiness and success.  Sheryl shares her personal story of how the Whole Life Profile has facilitated her wellness journey, business transition, and relocation to Flagstaff.  Julie asks Sheryl how listeners can overcome their challenges, navigate transitions and achieve their own goals for improved relationships and career success.  Don’t miss this opportunity to gain insights into your unique “whole life profile” which reveals behavioral strengths, blind spots, and motivators so that you can achieve your physical, financial, psychological/emotional, relational, and spiritual goals for a more fulfilling life! Additional information and registration: www.wlpregister.com

Julie Pastrick, Flagstaff Chamber CEO Interviews Sheryl Dawson on the Whole Life Profile
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Universal Weather and Aviation: A Culture of Purpose

Texas Business Radio Interview: Sheryl Dawson on Talent Imperatives for Business Results!

Matt Register with Texas Business Radio interviews Sheryl Dawson, CEO Dawson Consulting Group on the pressing talent issues organizations face in an expanding economic environment.

Best-in-Class Talent Management Analytics – The Irrefutable Business Case!

Summary:

Best-in-class organizations rely on behavioral decision analytics to improve business results and increase competitiveness according to recent surveys and studies: McKinsey talent survey, IBM C-suite study, and Deloitte Consulting research. Harrison Assessments’ 2019 system release offers innovative predictive analytics and enhanced talent management capabilities making it easier for organizations of all sizes and industries to adopt best practices and achieve their talent goals… Veronica Delgado, Sr. VP Global HR with Universal Weather and Aviation shared, “Harrison Assessments is integral to our strategic TM, succession planning and leadership development processes… In every application across the talent cycle, the ROI for Harrison Assessments is excellent.

Best-in-class organizations rely on behavioral decision analytics to improve business results and increase competitiveness according to recent surveys and studies: McKinsey talent survey1, IBM C-suite study2, and Deloitte Consulting research3. Harrison Assessments’ 2019 system release offers innovative predictive analytics and enhanced talent management capabilities making it easier for organizations of all sizes and industries to adopt best practices and achieve their talent goals. Whether your talent challenge is in recruitment, career development, succession planning, culture change or leadership and team development, Harrison Assessments has customizable and cost-effective integrated talent management solutions to meet your needs with a high ROI.
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The Sorcerer’s Apprentice – Talent Management Matters!

Remember the Sorcerer’s Apprentice in the award-winning 1940 Disney film Fantasia that has captivated audiences ever since?  Mickey Mouse played the role of the apprentice whose task was to keep a water reservoir filled by carrying buckets of water from a fountain up an arduous stairway.  While watching the Sorcerer perform his magic, Mickey got the brilliant idea of creating his own sorcery.  When the Sorcerer left for a rest, Mickey donned the Sorcerer’s hat and cast a spell over a broom that sprouted arms and at Mickey’s instruction began to carry water to the reservoir.  The scheme was working so well that Mickey took a nap while the broom continued its labor.
Read more

Lift the Cloud over Recruiters – Use Artificial Intelligence with Feeling!

Harrison Assessments Unlimited Monthly Screening Aptitude

The challenges recruiters face in sourcing and hiring the best talent is daunting, to say the least.  Sometimes they feel like a cloud of uncertainty hangs over their heads – uncertainty about the availability of qualified talent, uncertainty about their ability to attract them in a competitive market, uncertainty about their future talent needs and the ability to hire right in the present to meet those needs.

The Rise of Recruitment AI
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More than a Data Point! Gain Predictive Analytics across the Talent Cycle

With literally thousands of assessments available, it is hard to know which to trust, how to use them, and how to evaluate the value of their data. Many personality and style indicators are popular for insight on employee differences and learning how leaders and team members can adapt to various styles for more effective relationships. But when it comes to hiring, development, and succession planning these popular tools and instruments are too limited to provide predictive value. Because many organizations have traditionally applied these tools beyond their intended purpose, leaders and recruiters are often skeptical of using any behavioral analytics! How can organizations avoid getting burned and find the right assessment for the right application when it comes to hiring, development and succession planning?