People and Process Optimization Resources

The recently developed capability to accurately predict whether someone will be a high, average or low performer on specific jobs is a very powerful management tool.  Increasingly,  it is one that is increasingly impacting the performance of organizations across the globe. The foundation for this capability rests in the ability to quickly profile a person's motivations, natural tendencies, preferences and attitudes along with their  knowledge and experience requirements and then relating  these to a validated job specific performance benchmark.  

If you can accurately predict the performance of managers and employees in thousands of different jobs,  it makes sense that this underlying data is highly causal in its impact on performance.  Indeed, thousands of organizations, small and large,  are now using Job Success Analysis profiles to make key hiring decisions because it enables them to greatly increase their success at choosing high performers.

The Harrison Assessment reveals insights on what drives behaviors and how we typically act under normal stress and under extreme stress.  It also reveals how likely we are to see certain "strong" behaviors or imbalances.  During the debrief process and even more so, in executive team building sessions using these tools, we've continually learn lessons in how to improve and sustain a high performing team.

Another lesson learned… Communication tendencies and what causes them are typically misunderstood which causes conflict , avoidance behaviors and an inability to work as a team.  When I discussed this individually with executives, I often get a recoiled response as if to say this is elementary, but after they think about, they realize perhaps their reaction is a bit elementary if not inaccurate. Let me illustrate what I mean through an example.

What  does people optimization entail? In some of our discussions and feedback on our website, we've received comments along the lines, "You can't optimize people..." To which our response is, REALLY!  Further, we say, if you are a manager over a group of people and you don't have a mindset where you are consciously trying get the most from or make the most of the productivity of your people, then you are probably a bad manager.  Some are hung up by making some value judgment on the "act of optimizing" but the reality is, an effective leader and an inspiring work culture both can create the conditions for optimizing your people, that is optimizing your productivity, innovativeness, teamwork, efficiency etc...

Optimizing  the performance of people in organizations involves such things as the following: