Tag Archive for: coaching
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 […]
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.”
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.
Drive Engagement & Retention with Precision!
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 moreBest-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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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:
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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Incessant Complainers
Incessant Complainers. Do you have this type of employee in your organization?
Characteristics: Non-stop complaining about the company, the working environment, colleagues and customers; does not see problems as opportunities to improve a situation. Complains about things but walks away when called to take up the challenge to change things for better.
Traits to look out for: Low willingness to take up challenges. Has a very strong mindset of what things “ought to be”. Low or moderate technical competencies to perform the job and has a weak desire to improve oneself by taking the necessary actions to learn new skills and adopt a mindset shift to address issues constructively.
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The Verbal Caustic
The Verbal Caustic- another Toxic Employee
Almost every organization has experienced some form or another of a Toxic Employee; someone who, whether consciously or subconsciously, disrupts or hinders the advancement of productivity in the workplace.
Also known as “walking liabilities”, they say things and they do things that make them a huge liability. Just because you haven’t been sued for it doesn’t mean they aren’t walking around creating liability for you.
One of those types is the VERBAL CAUSTIC.
Characteristics: Steps on others without even realizing it; blunt and caustic; laser-tongued. Thinks he/she is just being honest, does not know when he/she hurts others’ feelings or doesn’t sufficiently consider others needs while pushing for his/her own (this is certainly not always the case and is less likely).
The Best Kept Secret in Talent Management!
Harrison Assessments
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!
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