Archive for the ‘Engagement’ category

The Future of Talent Management: Key Findings Part 1

May 17th, 2012

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

In part three 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

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

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The Future of Talent Management: Aims and Participants

May 14th, 2012

In part two of 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

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

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The Future of Talent Management: Introduction

May 8th, 2012

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

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Posted in Blog, Engagement, Talent, Talent Assessment, Zircon

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My Second Zircon Experience by Asha Pattni

April 19th, 2012

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

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

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Seven Helpful Things to Know About Achieving Change in Organisations

April 5th, 2012

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

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Posted in Blog, Engagement, Occupational Psychology, Psychology, development, positive psychology

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Flexible working practices and engagement

July 26th, 2011

At Zircon we believe that developing a work environment that leads to engaged, successful and high performing employees can really add value to the bottom line. A clear way to help achieve engagement is to ensure that employees are able to balance their work and their home lives effectively to reduce stress and ensure they engage and deliver to the best of their ability. Research shows that flexible working that balances the individual and organisational needs has real business benefit and yet many organisations are not fully embracing flexible approaches to work. » Read more: Flexible working practices and engagement

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Posted in Blog, Engagement, Zircon, values

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Interim Work at Zircon July 2011

July 22nd, 2011

In my search to re-launch my career as an Occupational Psychologist following a career break to look after my family and to study for an MSc in Organisational Psychology, I came across Zircon Consultancy and was impressed with their website and blog. After some emails and rigorous telephone interviews I was lucky enough to get an opportunity to work with them. » Read more: Interim Work at Zircon July 2011

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Posted in Blog, Engagement, Learning, Zircon, development

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The Weary Return – What are the Lessons from Kilimanjaro?

July 8th, 2011

Having spent seven days on a mountain, we have been reflecting on the lessons learnt and whether this is a good way to build commercial relationships. We can honestly say that through the fundraising, training and climb, we now as a team know each other better than some family members. In many cases, we have shared experiences, fears and had some of our most honest conversations in years. We were very lucky with our team; the 30 individuals who were all very different in age, background and seniority supported each other without exception. » Read more: The Weary Return – What are the Lessons from Kilimanjaro?

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Posted in Blog, Coaching, Engagement, Learning, Team Building, development, leadership

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Team Facilitation: A constructive and positive approach to dealing with challenging leaders

February 26th, 2011

A temporary organisational restructure had left members of an experienced and previously high-functioning management team in a difficult situation- their new manager’s management style was very different to theirs. On many occasions, this person’s direct, forthright and often confrontational approach caused unease and stress within the team. Team members felt that the manager’s approach was not conducive to facilitating effective negotiations and decision-making and this had a clear impact on the team’s normally high performance. » Read more: Team Facilitation: A constructive and positive approach to dealing with challenging leaders

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Posted in Blog, Coaching, Engagement, development

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What is Appreciative Inquiry?

January 25th, 2011

What Problems are you Having? …Versus …What is Working Around Here?

These two questions underline the difference between traditional Change Management theory and Appreciative Inquiry. The traditional approach to change is to look for the problem, do a diagnosis, and find a solution. The primary focus is on what is wrong or broken; since we look for problems, we find them. By paying attention to problems, we emphasise and amplify them. This approach is consistent with a historical attitude in American Business that sees human systems as machines and parts (people) as interchangeable. We believe we can fix anything and there is a right answer or solutions to any organisational problem or challenge. » Read more: What is Appreciative Inquiry?

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Posted in Blog, Engagement, positive psychology

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