Adapted from Robert B Kaiser (2011)
As Zircon’s Occupational Psychologists specialise in Talent Management, we are very interested in developing Senior Leaders to their highest potential, thus helping them to avoid failure along the way. So, when the opportunity arose to attend an ABP seminar hosted by Robert Kaiser about ‘Root causes of leadership failure’ we jumped at the chance. The key findings from the seminar are summarised below. » Read more: The Root Causes of Leadership Failure
Background
As a self-proclaimed nerd, it’s not surprising that I originally came across the world of Psychology through voluntary research. This was about two years ago now and my love for Psychology is still going strong. I’m a sixth form student about to enter my final year and once complete, I plan to go on to University to further my knowledge and love of Psychology. » Read more: My Work Experience with Zircon – with a team of Occupational Psychologists
Being in-between my Psychology undergraduate course and Occupational Psychology masters, I decided to gain some work experience within Business Psychology. I felt gaining some work experience at this stage would show me the type of work occupational psychologists carry out on a day-to-day basis, and whether I could see myself doing it in the future. I was fortunate to be offered a two week internship at Zircon commencing late July 2011. » Read more: Asha Pattni’s Work Placement at Zircon July 2011
Zircon uses a range of assessment exercises and psychometric tools, to measure the five key areas of performance and potential identified in our Talent Model namely;
• Personal Values,
• Motivators,
• Cognitive Skills,
• Intrapersonal skills,
• Interpersonal skills.
However, we are always looking for new tools which add value when we are assessing talented individuals. The introduction of Strengthscope is therefore an example of us offering a method of measuring ones strengths which is complimentary to the other tools we use. » Read more: Zircon are bringing in a Strengths Tool to compliment our Talent Model
The butterflies in my tummy were really starting to flutter as I stepped off the Red Jet Hi-Speed Ferry as I arrived in Cowes. The Hi-Speed crossing was quite rough and we had certainly been hitting the water hard on our approach. I knew then that the Zircon and Spinnaker Yachts team would be in for a fast and furious day of sailing. » Read more: My First Experience of Competitive Sailing at Cowes Week 2011
Within Zircon our Directors Amanda Potter, Julie Lee and Sarah Linton we have strong views about the use of Group Exercises for Assessment and Development. » Read more: The Application of Group Exercises in Assessment and Development
Increasingly our Zircon Directors Dr Amanda Potter and Julie Lee are being asked by our clients to provide them with experienced coaches for the executive and senior managers. Our clients are also asking for a clearly defined programme of coaching over 3 or 6 months with review points along the way. The objective is the create leaders who are self aware and develop their » Read more: The Zircon 6 Month Coaching Model
Within Zircon, Dr Amanda Potter and our other Business Psychologists recognise that making sure something is valid is fundamental to an assessment or development programme. Validity is measured by correlating the results from the assessment with the future performance. This is called predictive validity. The table above shows the predictive validity of various assessment and development tools. » Read more: How Valid are Assessment Methods?
At Zircon we continually review best assessment practice to ensure effective selection or development procedures for employers. Particularly relevant these days is how to ensure processes are clear, transparent and fair in respect of those with Dyslexia as highlighted by recent high profile cases (Bid v KPMG: Disability Discrimination Act , 2009) and (Patterson v Commissioner of the Police, 2007). In the first case a candidate with dyslexia claims that she was disadvantaged because of her disability and that a multiple choice questionnaire is not reflective of the requirements in the role of a GP. In the second case an internal promotion candidate successfully claimed that he should have been allowed more time to complete assessment tasks as a reasonable adjustment.
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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