The goal of culture change work is to purposefully and actively build capability for new ways of working. In order to deliver successful change, individual competencies are not always enough.
The center for Creative Leadership suggests that in order to change the culture of an organisation, organisations should place a high value on learning and leadership development and not just competency development. » Read more: Are Competencies Enough to Drive Culture Change?
In June 2011 we will be taking on the 8 day challenge which is climbing Kilimanjaro
So let’s start with a bit about the mountain; Kilimanjaro, the highest mountain in Africa at an elevation of 5,895m and the fourth highest of the Seven Summits. Kilimanjaro is considered the tallest freestanding mountain in the world and is composed of three distinct volcanic cones. » Read more: Jason and Sarah to take on Kilimanjaro
In recent years it has been recognised that employees are valuable resources of an organisation, because unlike technology or ‘processes and procedures’, people and the relationships they develop are near impossible to imitate. Therefore, talent management is vital within modern day organisations in order to maintain a competitive edge against opponent organisations. » Read more: The 4 Steps to Successful Talent Management
Assessing potential talent and managing this process within organisations is vital to business success, but how do we know which methods of assessment are able to produce robust and valid results?
As Occupational Psychologists and HR Professionals our knowledge and experiences help us to » Read more: The Relative Validity of Assessment Methods … when assessing potential
This blog expands on the 6th July Zircon blog entitled “Identifying the best talent for your organisation.. Using the Zircon Talent Model” and looks at the methods used to assess both the potential and performance elements of talent.
Gaining a broad understanding of an individual is vital to identifying and predicting potential talent for » Read more: Methods for Assessing Talent using the Zircon Talent Model
At the ABP 10th Annual Conference, Lucy Ryan posed that we have become very adept at recognising and labelling ‘what’s wrong?’ However we are poor at recognising and labelling (and believing in) ‘what’s strong’. Organisations too heavily rely on competency based assessment and performance management of development needs and do not spend enough time having a balanced look at both strengths AND development needs. » Read more: Happiness, Positive Psychology and Coaching
According to Geoff Trickey, Managing Director of PCL Ltd, current affairs and history demonstrate both bright and dark sides to personality. The bright sides are the “polished, social aspects” of our performance, the dark sides are the “raw social performance” that under pressure can be over used and over relied upon. » Read more: The 11 Aspects of Leadership Failure – the “Dark Sides of Personality”
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