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.
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.
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.
Harrison Assessments Engagement & Retention Analysis with Fulfillment
Improving discretionary effort is a perpetual challenge for organizations as validated in the 2019 HR.com Survey on The State of Employee Engagement . The survey results are consistent with many surveys on this vital topic over the years and identify several proven initiatives implemented by participating organizations with the highest rankings in engagement and retention:Read more
Julie 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.comRead more
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 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.
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.
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
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?
Advance Your Organization’s Success in 2017 – Implement EQ10!
10 Top Talent Strategies that Leverage “Engagement Intelligence”
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:
Build a Foundation of Integrated Talent Management that Drives Engagement!
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.
Talent decision analytics pay off across every business metric!
No 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!
Talent decision analytics pay off across every business metric!
By 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!
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.
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.
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.
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.
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.
Dawson Consulting Group
Talent Solutions Expert