Posts Tagged ‘Engagement’

Is Coaching Self-Disclosure Important for Coaching Success?

October 8th, 2015

As Coaching Psychologists, we are increasingly encouraged to work as equal partners with people to overcome problems or facilitate success. When we are working with clients to solve problems, help them recover from failure, or cope with difficult circumstances, should we be behaving differently with them? » Read more: Is Coaching Self-Disclosure Important for Coaching Success?

It is never too early to get Work Experience

September 28th, 2015

I am seventeen and I am currently half way through my A-levels. I’m in the same position as a lot of people my age – trying to figure what to study and what career to go into. I have always had an interest in Psychology as my dad – Alan Beggs often talks to me about his experiences as a Psychologist. I always knew it was a diverse subject but I wanted to understand how could be applied to the world of business. Zircon gave me the ideal insight. » Read more: It is never too early to get Work Experience

Strengths and Engagement?

September 18th, 2015

Is there relationship between using your Strengths at work and how engaged you are?

It is likely that you will have different preferred strengths to your friends and team. Whilst you might have a preference for environments where you can be meticulous, your friend might prefer an environment where they can be a risk taker. » Read more: Strengths and Engagement?

The Different Types of Interview

August 21st, 2015

The future needs of businesses are changing, therefore taking on a more holistic approach to identifying the right candidate is becoming increasingly popular.  For this reason we have moved away from the traditional competency interview to the Holistic Interview which includes a blend of Competency, Aspirational, High Potential and Motivational questions. » Read more: The Different Types of Interview

What makes you Unique?

August 12th, 2015

Strengths are a mixture of talents, knowledge and skills which we enjoy doing and perform better when applying them. Using a strengths based approach to assessing is an opportunity to discover the strengths of an employee and understand what excites and energises them at work. Strengths have a direct link to an individual’s motivation and aspirations, it is therefore important to understand what motivates, energises and excites your future employees. » Read more: What makes you Unique?

Using a 180 Diagnostic Tool to Assess the Effectiveness of your Team

July 29th, 2015

At Zircon we understand that successful and effective teamwork is an integral part of many businesses’ plans for achieving key organisational objectives. Teamwork relies upon individuals working together in a co-operative environment to achieve common team goals through the sharing of knowledge and skills, where team members can develop effective, mutual relationships. Put simply, teamwork is “a co-operative process that allows ordinary people to achieve extraordinary results” (Scarnati, 2001, p.5). » Read more: Using a 180 Diagnostic Tool to Assess the Effectiveness of your Team

Why Work Experience is Critical for Trainee Business Psychologists

July 24th, 2015

Four years later and I was back. My last internship with Zircon was back in summer 2011 as a sixth former and a lot had changed by the time I returned this year as a second year Psychology student, not least a whole new office space complete with a large number of new Consultants and Psychologists. I was understandably nervous to go back to Zircon because I knew I had something to prove. They had been kind enough to take me back and so I needed to show my worth. » Read more: Why Work Experience is Critical for Trainee Business Psychologists

Occupational Psychology Placement with Zircon Management Consulting

July 6th, 2015

I first saw the Zircon Work Experience placement online, during my first months of my Masters in Occupational Psychology.  I was seeking further experience in a Business Psychology Consultancy in order to understand how Occupational Psychology is put in to place practically, so I quickly applied.  The assessment process for the placement was very comprehensive, which gave me an insight into the value and the level of responsibility that would be given with the role and I was thrilled to be offered the experience. » Read more: Occupational Psychology Placement with Zircon Management Consulting

How to Maintain Objectivity When Assessing

June 26th, 2015

Biases can occur in many different forms throughout the whole assessment process, which affect the reliability and legitimacy of the outcome judgement.  An assessment with biases can produce outcomes based on incorrect information and interpretation of the results, or even produce outcomes atypical of the overall assessment process.  There are however some preventative measures that can be put in to place.  » Read more: How to Maintain Objectivity When Assessing

Assessment Biases

June 22nd, 2015

Biases within selection and assessment are prejudices which favour or discriminate a person or group.  Biases are exceptionally common and can occur especially if the assessment is important or key to the organisation, due to the high level of investment.  We all regularly draw on our biases from our subjective nature and past experience and these usually are not detrimental.  » Read more: Assessment Biases