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
WLP social media image with life spheres
Photo of Veronica Delgado

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

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?

Rather than relying on subjective measures, imperfect historical data,
ineffective instruments, and gut feel, now is the time to evaluate an alternative assessment system with capabilitites that meet all selection guidelines for predictive assessments.

Key Guidelines for the Selection of Predictive Assessments

Following are key guidelines for the effective use of behavioral assessments used for hiring, selection and development. They should:

  1. Be work-related in order to have credibility, face validity and usefulness.
  2. Provide results that relate to specific job performance for face validity, accuracy, legal protection, ease and accuracy of use.
  3. Provide an overall score for criterion validity, ease of use and ability to verify effectiveness.
  4. Possess the ability to measure all performance related factors for any given position/application for increased accuracy and test confidence.
  5. Meet legal and ethical compliance in the litigious environment organizations face; in fact, legal protection is mostly determined by guidelines 1 – 4.
  6. Have validity and verifiable accuracy in order to provide better results and confidence, which is mostly determined by 1 – 4 as well.
  7. Include the ability to measure eligibility and suitability (behavioral factors) with customizable job criteria; this capability is essential for effective selection and development applications and is where most limited assessments tools fall short. With this capability, the assessment provides comprehensiveness and effective interpretation, as well as focus on real performance factors for predictability.
  8. Provide an effective lie prevention and detection for better results and confidence in them; if the person assessed can “skew” the results, the assessment is unreliable.
  9. Measure a broad range of traits; more than 100 behavioral factors are essential for accuracy since positions, functions, levels and industries each require different factors to be predictive of performance success.
  10. Provide a questionnaire focused on preferences, which when specific to the role, are predictive of skill; this approach improves talent attraction, test reliability, engagement and retention, and facilitates succession planning.

Source: The Critical Factors for Choosing Predictive Assessments, Harrison Assessments Whitepaper

Achieving Predictability of Performance Success

How do the assessments your organization uses for various talent applications measure up? Are they missing one or more critical factors to be predictive? If so, there is an assessment system that does provide all of these critical factors; in addition, it offers other capabilities that facilitate application across the talent cycle for all industries, functions, organizational levels and positions. Hard to believe? Actually, yes indeed until you experience the system for yourself!

The Harrison Assessments’ system provides comprehensive, reliable and valid job-specific measurement of eligibility, suitability , and quantitative critical thinking analytics to optimize predictability of performance success based on research of over 6500 positions.

Harrison Assessments is a global assessment and research organization dedicated to the development of just such a comprehensive system; far more than a “data point”, the system actually provides all relevant talent analytics for effective predictability in recruitment, onboarding, mentoring, coaching, individual and team development, culture transformation, and succession planning. The Harrison system provides comprehensive, reliable and valid job-specific measurement of eligibility, suitability, and quantitative critical thinking analytics to optimize predictability of performance success based on research of over 6500 positions.

Integrated Talent Analytics for Accurate Predictability

Measuring over 175 traits and competencies, including leadership, collaboration, and emotional intelligence competencies, Harrison Assessments enables organizations to assess hundreds of data points efficiently, and calibrate them to their specific position, cultural, and core value requirements.  By facilitating measurement of eligibility, suitability and interview data, Harrison integrates these analytics for greater objectivity in sourcing, selection, and success planning processes.  The chart below demonstrates how multiple sources of objective and valid data significantly impact the degree of predictability in talent selection.

Achieve Talent & Business Results Alignment

Your organization can dramatically impact bottom line results using effective talent analytics for selection, engagement and retention, cultural transformation, leadership development, and succession planning. Rather than relying on subjective measures, imperfect historical data, favorite yet ineffective instruments, and gut feel, now is the time to evaluate an alternative assessment system with capabilities that meet all selection guidelines for predictive assessments. Harrison Assessments is the answer to overcoming the objection that assessments are just another “data point”. Gain the benefits of a customizable, benchmarked, reliable and valid assessment system that pays off for employees, the organization and equity owners; Harrison Assessments’ talent analytics ensures alignment of talent and business results for ongoing profitability and growth.

Dawson Consulting Group is a Harrison Assessments Solutions Partner for Texas and Arizona.

Harrison Assessments Certification With Sheryl Dawson, Solutions Partner &
Certified Whole Life Profile Consultant/Trainer

Keep Your Keepers! A Winning Talent Strategy for 2017 – Part 2

Advance Your Organization’s Success in 2017 – Implement EQ10!

10 Top Talent Strategies that Leverage “Engagement Intelligence”

Video

In part one of Keep Your Keepers we covered fundamentals of integrated talent management and engagement. In part two we present the 10 winning talent strategies for success in any organization.

Extensive research has demonstrated that when organizations invest in the following ten talent management strategies they leverage “Engagement Intelligence” to achieve their business goals and WIN! I call these talent strategies EQ,sup>10:

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Keep Your Keepers! A Winning Talent Strategy for 2017 – Part 1

Build a Foundation of Integrated Talent Management that Drives Engagement!

Video



As we embark on a promising new year, organizations are positioning talent strategies to meet their business goals. Regardless of the industry, achieving alignment of talent goals with business objectives is essential for strategic and organizational success. Foundational to effective talent management is an integrated approach that facilitates engagement. To effectively identify your organization’s top talent management priorities, it is crucial to understand your business strategy. Only then can talent management processes be aligned effectively to that strategy.
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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. Korn Ferry’s July, 2016 Briefings includes the article, Why Boards Make Bad Decisions, which emphasizes the importance of having a sound succession plan and the right team in place for ongoing success. 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 Weak Link in Predicting Business Success

Talent decision analytics pay off across every business metric!

weaklinkbusinessclimberBy Sheryl Dawson, CEO Dawson Consulting Group

No function is more disciplined in analyzing data relevant to business success than business development. Their financial, operational and market analyses are comprehensive and rigorous to ensure the best investment decisions for their investors. 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. Korn Ferry’s July, 2016 Briefings includes the article, Why Boards Make Bad Decisions, which emphasizes the importance of having a sound succession plan and the right team in place for ongoing success. Yet, measuring leadership fit and cultural health has been the weak link in predicting success for businesses across industries!
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LeBron James, Team Building and Assessments

LeBron James, Team Building and Assessments

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.

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Win the Race for the Best Employees

Race for Employees

Are you winning the race for the best employees? Today’s labor market is highly competitive. The skills needed to perform the work are increasing and the qualified applicants to fill the positions are decreasing.

Talented workers are mobile and are changing jobs more frequently than ever before. There is a shortage of qualified workers and yet unemployment remains at unacceptably high levels. Improvements in efficiency and productivity within all industries have reduced the number of employees needed to meet customer demands, yet employers are struggling to find employees ready and able to work for the pay and benefits they can afford to offer.

The people who are talented are already employed and many prospecting employers are actively recruiting them to switch jobs.

You need to not only attract but retain the best employees to win the talent race. Pay, however, is only one factor when trying to attract or retain talent, and not, according to most studies, even the most important consideration.

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Nervous about Filling Your Talent Pipeline?

nervous about filling talent pipelineAre 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.

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DESP… Pick the Right Employee

ESPMany 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.

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