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!
Who does not enjoy taking behavioral personality assessments to better understand themselves? We are infinitely interested in who we are, how we interact with others and just what makes us tick! The problem is, most assessments measure a very narrow set of traits. Many common psychological and behavioral assessments look primarily at personality traits. For instance, Myers Briggs and DISC are widely used to measure personality styles. Imagine of the 6+ billion people in the world, you are one of 16 Myers Briggs styles! So what exactly does that make you — 1 in 375,000,000? No, YOU are unique! To appreciate just how unique you are, view this powerful video and be encouraged: You are Unique
A WIN-WIN Strategy for Leadership Development
Organizations have been utilizing the 9-box approach to succession planning for many years, yet the challenge of measuring potential is often very subjective and based on who knows whom! Organizations have sought to reduce the impact of the “halo effect” or “fair-haired” syndrome by developing leadership competency models and applying them to the evaluation process. However, the challenge of actually measuring one’s potential relative to competencies generally remains subjective. Finally, there is a behavioral analytics approach that removes the subjectivity of predicting leadership potential. How is it accomplished?
Is improving engagement and retention a top priority in your organization? An analytics system that facilitates better hiring and promotion decisions at every level and enables leaders to more effectively onboard, coach and mentor their employees can dramatically impact your results. At the same time, preparing your talent to advance requires effective behavioral assessment. The best kept secret in talent management is that now one system can meet each of these crucial needs!
Is your Board and executive team developing human capital strategies to gain competitive advantage and accelerate their business goals? Is your organization seeking new ways to positively impact engagement and retention? If so, they are not alone! Deloitte Consulting and Bersin identifies three primary areas of strategic focus in their Global Human Capital Trends report: Lead & Develop, Attract and Engage, and Transform and Reinvent. Among these strategic trends, leadership, retention and engagement, talent acquisition and reskilling HR were the top urgent needs to support business priorities and goals. Additional research by Aberdeen Group of Best-in-Class organizations demonstrates that top performing organizations, successfully utilize behavioral assessment as an enabler in each of the strategic talent needs.
Is improving engagement and retention a top priority in your organization? An assessment system that facilitates better hiring and promotion decisions at every level and enables leaders to more effectively onboard, coach and mentor their employees can dramatically impact your results. At the same time, preparing your talent to advance requires effective behavioral assessment. Now one system can meet each of these crucial needs.
November 11 proved we love our Veterans! There were many stories shared of heroes who humbly said they were just doing their jobs, like the heroic story from the Battle of Iwo Jima, of Hershel “Woody” Williams, the oldest living Medal of Honor recipient at 92. He only knocked out seven concrete enemy pillboxes and cleared the way for Marines to press the attack on the island – he was just doing his job along with 6,800 American service members who died and thousands more who were injured taking the island back from 22,000 Japanese defenders. http://www.usatoday.com/story/news/nation/2015/11/09/voices-enduring-hero-marines-most-iconic-battle/75104166/
While it is great to have a special day to honor our Veterans, they deserve our gratitude every day. Almost all of us have a family member or friend who is a Veteran, yet each and every one is unique and special for their service. Whether they served during war time or not, they gave of their lives and time to secure our freedom. Here are 7 practical ways you can thank a Veteran every day: Read more
Dawson Consulting Group
Talent Solutions Expert