How accurate were the ABP Psychologists and Consultants in predicting the Zircon Talent Management Results?

May 24th, 2012 by Amanda Potter No comments »

Dr Amanda Potter and Sarah Linton, presented the results of the Talent Management research at the 12th Annual ABP Conference last Friday.  It was a lively and interactive debate throughout with open challenge and discussion. At the beginning of the session, Amanda and Sarah asked the 55 delegates, who consisted of mainly Business Psychologists and HR Consultants, the following “What percentage of the 150 HR, Talent and Business Leaders who participated in the Zircon research said ‘yes’ to the following questions?”

  1. We have a Talent Management strategy
  2. We have a clear definition of Talent
  3. I understand our Talent Management strategy
  4. We openly communicate our Talent Management strategy
  5. We measure the ROI (return on investment) of our talent management practices.

» Read more: How accurate were the ABP Psychologists and Consultants in predicting the Zircon Talent Management Results?

The Future of Talent Management: Key Findings Part 2

May 21st, 2012 by sarahgreen No comments »

TM strategies are not consistently applied across organisations and are therefore not being embedded in the mindset of their employees.

In part two of this series of blogs summarising our 2012 findings into the Future of Talent Management.

The survey results suggest that whilst an organisation may have a TM strategy it may not be supported by a consistent implementation strategy. 50% of the Leaders said TM initiatives are consistently applied across their organisation, however only 34% believe that the TM strategy is being embedded in the mindset of their employees. » Read more: The Future of Talent Management: Key Findings Part 2

The Future of Talent Management: Key Findings Part 1

May 17th, 2012 by sarahgreen No comments »

Many organisations do not have a clear definition of talent or a clear TM strategy.

In part one of this series of blogs summarising our 2012 findings into the Future of Talent Management.

Our research found that TM strategies are often not fully defined or understood within organisations. For example, 68% of Leaders said that their organisation has a TM strategy, however only 59% of Leaders understand it and only 52% believe that they have a “clear definition of talent”. A total of 32% said that they do not know or understand their organisation’s TM strategy. » Read more: The Future of Talent Management: Key Findings Part 1

The Future of Talent Management: Aims and Participants

May 14th, 2012 by sarahgreen No comments »

In this series of blogs summarising our 2012 research into the Future of Talent Management, we will provide the key aims and provide a summary of the clients who contributed.

Aims:

The aim of this research is to gain an understanding of how organisations approach TM and to identify whether or not they have a “talent mindset”. A “talent mindset” is defined by McKinsey and Company, 2001 in their landmark book, “The War for Talent” as “a deeply held belief that building a strong management talent pool is critical to achieving the aspirations of the company.” » Read more: The Future of Talent Management: Aims and Participants

The Future of Talent Management: Introduction

May 8th, 2012 by sarahgreen No comments »

In the next series of blogs we will present our 2012 research into the Future of Talent Management.

Keeping the Talent Management (TM) strategy simple is a key driver of success for organisations. Our research has identified that whilst the majority of organisations have a TM strategy, it does not appear these are well communicated to Business Leaders. Whilst half of the Leaders interviewed, believe their organisation has a clear definition of talent and a clear TM strategy, the other half are not clear about what their organisation really means by “talent” or “talent strategy”. » Read more: The Future of Talent Management: Introduction

Zircon Presenting at the ABP Conference 2012

May 4th, 2012 by sarahgreen No comments »

Zircon have recently conducted a piece research on Talent Management in which the findings will be presented by Dr. Amanda Potter at the Association of Business Psychologists Annual Conference, Bedfordshire, 11 May 2012. http://theabp.org.uk/conference/abp_conference_2012/> » Read more: Zircon Presenting at the ABP Conference 2012

Further Characteristics of an Entrepreneur

April 27th, 2012 by sarahgreen No comments »

In the previous blogs, Dr Amanda Potter and Melissa Tyson from Zircon identified five characteristics that have been shown to be significantly higher in Entrepreneurs than Line Managers. In this blog we have provided a summary of all of the Entrepreneurial Traits covered by previous research, in particular, those defined by Bird, 1989; Caird, 1988; Tibbits, 1979 and Wu, 2009: » Read more: Further Characteristics of an Entrepreneur

My Second Zircon Experience by Asha Pattni

April 19th, 2012 by sarahgreen No comments »

After completing a 2 week internship last summer, I was lucky enough to be given the opportunity to work alongside the wonderful Zircon team for another two weeks during Easter 2012. After the experiences I gained within my first internship I was delighted to work for Zircon again, and I was eager to get started. » Read more: My Second Zircon Experience by Asha Pattni

Entrepreneurs and the Environment

April 12th, 2012 by sarahgreen No comments »

In Zircon’s previous blog, Dr Amanda Potter and Melissa Tyson identified five characteristics that have been shown to be significantly higher in Entrepreneurs than Line Managers including: the Need for Achievement, Internal Locus of Control, Problem Solving Orientation, Interpersonal Reactivity and Assertiveness. » Read more: Entrepreneurs and the Environment

Seven Helpful Things to Know About Achieving Change in Organisations

April 5th, 2012 by sarahgreen No comments »

The plan is not the change

All too often those involved in creating the plan for change believe this to be the most essential part of the process, worthy of extended time and effort, while implementation is seen as ‘just’ a matter of communicating and rolling out the plan. Plans are a story of hope. Change happens when people change their habitual patterns of communication and intervention in a meaningful and sustainable way. » Read more: Seven Helpful Things to Know About Achieving Change in Organisations