People and Process Optimization Resources

When you are highly self aware AND you have the capability to quickly recognize scenarios where one of the ideal leadership roles fits,  your behaviors produce far more effective results…  There are several critical roles.  These are not totally mutually exclusive but the seven assist you in situationally shifting appropriately to best manage the scenario for the long term.

When you give advice, you are typically doing what is easiest to do, to get your thoughts across and perhaps feel good about yourself.  Most of the time, you will be far more effective by situationally playing a more effective role. Indeed, you will be more effective offering your advice as constructive feedback relative to their vision of success or skills or specific role.  This is especially true if you are the manager over people  to whom you are giving this advice.

When you want to improve your ability to select the right people for the job, or manage them more effectively, or develop them optimally, you need to realize that decision support tools have drastically improved in the last few years.    Choosing the right employees and managing them effectively involves ongoing decisions that need to be supported with critical information.  The validated information that is now available inexpensively is a really a game changer  (in the game of management).

Read More at the Understand! Blog

Many organizations have failed to see the full promise of talent management systems and the two most common reasons are partial implementations and failing to integrate predictive behavioral information on each employee with their talent management processes and systems.  

Talent Management systems have 4 principle functions including recruiting(which supports recruiting, hiring, selection and onboarding typically), performance management, learning management and compensation and benefits management.   By integrating behavioral information including motivations, attitudes, natural tendencies, , task and work environment preferences and other pertinent data, you not only "inform" processes and decisions throughout the talent management cycle you enable optimization.  That is, you provide the key data (that is not present in these systems) to make the optimal selection decisions, to optimally manage each employee,  to select the best development path and provide information to the employee that will optimize their development experience and you can better make compensation decisions based on a knowledge of what really matters to them.