Archive for the ‘development’ category

The Future of Talent Management: Key Findings Part 13

October 29th, 2012

Organisations encourage their Leaders to be authentic and unique whilst acting in line with the organisational norms and values.

Here is the next part of this series of blogs summarising our 2012 findings into the Future of Talent Management.

Our research suggests that Leaders are encouraged to be authentic and unique. For example, 77% of Leaders said they are encouraged to be their own person and lead with their own unique style and 74% said that they are encouraged to be authentic. 65% of the respondents also recognised that the organisation positively encourages their people be open and to contribute their ideas to the TM strategy. » Read more: The Future of Talent Management: Key Findings Part 13

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Posted in Blog, Coaching, development, Engagement, leadership, Talent, Talent Assessment, Zircon

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My Zircon Internship

October 18th, 2012

At the conclusion of my Msc, I felt relieved that I had managed to survive the course, proud of all that I had accomplished and excited for the future ahead of me. I prepared myself for my graduation and relished the day of ceremony. Shortly after this experience I realised there was a whole new challenge that I needed to face: finding a job in the real world. After researching consultancies, and speaking to established Occupational Psychologists that I had met along the way, I was given Amanda’s name by Alan Redman who had kindly agreed to take the time to discuss career paths with me. I called Amanda the very next day to find out more. Over the phone Amanda was encouraging and informative, giving me information about life in Occupational Psychology. She explained the fact that businesses had changed and hence the ways that Occupational Psychologists worked had needed to adapt to fluctuating demands. » Read more: My Zircon Internship

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Posted in Blog, development, Engagement, Learning, Occupational Psychology, Zircon

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Managing HR in a mid-sized company: A thankless task or exciting opportunity

October 12th, 2012

Managing HR in the mid-sized business: Thankless task or exciting opportunity?’ a report both Amanda Potter and Jacky Griffiths contributed to. While published by Source for Consulting this report provides some interesting information about the disconnect and perhaps more importantly about the opportunities for greater connectivity between HR and Talent Professionals and the Business » Read more: Managing HR in a mid-sized company: A thankless task or exciting opportunity

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Posted in Blog, development, Engagement, Learning, Occupational Psychology, Talent, values, Zircon

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My Business Psychology Intern Experience at Zircon

October 5th, 2012

After finishing my MSc in Social and Organisational Psychology at the University of Exeter I started researching business psychology consultancies. As soon as I came across Zircon I was sure that this was the place that would give me, as a budding business psychologist, an invaluable experience. After having a telephone interview with Sarah Linton, this belief grew stronger and I was fortunate to be offered a two week internship. » Read more: My Business Psychology Intern Experience at Zircon

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Posted in Blog, development, Engagement, Learning, Occupational Psychology, Zircon

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Three Steps to Overcoming your Negativity Bias

September 22nd, 2012

At Zircon, we believe a positive environment is a more successful one but we all know that it is not easy to stay positive all of the time. This blog summarises three simple things that we can all do to help to overcome negativity in the workplace. » Read more: Three Steps to Overcoming your Negativity Bias

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Posted in Blog, development, personality, positive psychology, values, Zircon

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The Future of Talent Management: Key Findings Part 12

September 14th, 2012

In this economic climate, organisations are more likely to develop existing employees than recruit new talent.

Here is the next part of this series of blogs summarising our 2012 findings into the Future of Talent Management.

65% of Leaders reported that their organisation is more likely to develop existing talent than recruit new talent, including 75% of Business Leaders, 54% of Talent and 67% of HR Leaders. A total of 35% report the opposite suggesting that not all organisations are doing enough to develop and retain their current key talent. This concurs with The RSA Group (2011) research which found that “55% of executives say the industry does not give adequate consideration to retaining top talent”. » Read more: The Future of Talent Management: Key Findings Part 12

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Posted in Blog, Coaching, development, Engagement, leadership, Talent, Talent Assessment, Zircon

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The 11 Aspects of Leadership Failure – “The Dark Sides of Personality”

September 6th, 2012

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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Posted in Blog, Coaching, development, Occupational Psychology, Psychometrics, Zircon

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The Future of Talent Management: Key Findings Part 11

August 31st, 2012

TM strategies are responsive to external market conditions, but they do not show how they are different from their competitors.

Here is the next part of this series of blogs summarising our 2012 findings into the Future of Talent Management.

Our research suggests that the majority of organisations ensure their TM strategy is not operating in isolation and is therefore flexible, valid, and responsive to market conditions. 78% of the Leaders surveyed confirmed that their organisation’s talent model takes the current market conditions into account. This includes a high percentage of Talent (80%) and HR Leaders (83%). A slightly more conservative 71% of Business Leaders concurred. » Read more: The Future of Talent Management: Key Findings Part 11

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Posted in Blog, Coaching, development, Engagement, leadership, Talent, Talent Assessment, Zircon

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My Zircon Experience – Veronika Kubickova

August 24th, 2012

Immediately after browsing through Zircon’s web pages, I realised that this is where I would like to undertake my internship. Afterall, they cannot be called an award-winning consultancy for no reason. This is why I was delighted when out the many consultancies that I contacted Zircon was the one to get back to me with a positive reply. After being interviewed by Sarah Linton, this conviction only grew stronger. When she told me that “at Zircon everyone works very hard to provide clients with the highest quality services”, I felt even more motivated to learn more about their business practices.
» Read more: My Zircon Experience – Veronika Kubickova

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Posted in Blog, development, Engagement, Learning, Occupational Psychology, Talent Assessment, values, Zircon

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The Future of Talent Management: Key Findings Part 10

August 16th, 2012

Organisations encourage individuals to play to their strengths.

Here is the next part of this series of blogs summarising our 2012 findings into the Future of Talent Management.

Organisations are moving more towards a strengths based approach to Talent Management. Indeed, 73% of the Leaders said their talent model explicitly includes strengths based assessments and workings of positive psychology and 84% said their organisation encourages people to play to their strengths. 72% also said Leaders within the business are encouraged to identify their signature strengths. » Read more: The Future of Talent Management: Key Findings Part 10

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Posted in Blog, Coaching, development, Engagement, leadership, Talent, Talent Assessment, Zircon

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