Back in 2003, we started a new process with executive teams who had just been through debriefs on their behavioral assessments focusing on both their leadership, interpersonal and personal effectiveness behaviors and how effective they are in initiating, motivating, implementing and maintaining in each area. We found that even after positive even emotional experiences improving their self-awareness and better understanding their causal factors underlying their behavior, a few weeks later, many reverted back to previous behaviors with little benefit. We hypothesized that if they had to share their perceptions of others and then share their actual behavioral tendencies (assessment sc
Contributed by Michelle Serra on 8th of April 2020 09:03:28 AM
This begins our 4 part series on building high performance team using validated data and an effective process. Each discussion will be accompanied by a video discussing the issues, concepts and methods.
Contributed by Michelle Serra on 12th of February 2020 07:03:28 AM
Virtually every organization has a formal structure and a formal network with formal communications and systems but each day as customers interact, projects get done, individual tasks get accomplished, it is the informal network where most of the real work gets done. Increasingly this informal network extends out to other organizations and to customers.
Contributed by Michelle Serra on 15th of January 2020 08:34:34 AM
In this month's discussion, we focus on WHY you might benefit from having an actionable understanding of your job. Please tune in as industry expert, Alan Hoffmanner, summarizes some of the issues in this 4 minute video segment. Let us know if you have any questions or comments as always!
Contributed by Michelle Serra on 11th of November 2019 06:28:05 AM
Increasingly talent management processes and particularly talent development are being infused, if you will, with data from many sources: external, pulse surveys, internal HRIS systems and still others. With administrative processes, there are success stories emerging in using Machine Learning and AI. For selection and development decision support, there are many attempts, promotions and "hype" but real results are not in evidence
Contributed by Michelle Serra on 20th of February 2019 09:48:01 AM
Augmented reality allows you to create an experience that immerses a learner or decision maker with visual "information" to be more effective. How might you augment reality to support individual hiring decisions? Augmented Reality typically combines data, images, sound, movies, databases, social media, and the web and expands them digitally to facilitate more effective learning and decision-making. A key issue with a hiring type decision is bias and many of these options, if not done carefully, would actually increase bias. What's missing from many conventional and non-conventional hiring and selection processes is the job-relevant baseline information which allows you to compa
Contributed by Michelle Serra on 11th of February 2019 01:12:06 PM
Benchmarking your jobs so you can make better people decisions and understand best how to achieve high performance is not a simple task; however with some assists from technology, it is now an efficient high payback process. Lead consultant, Alan Hoffmanner explains in the following video how best to go about this...
Contributed by Michelle Serra on 9th of March 2018 10:56:45 AM
