Posts Tagged ‘Engagement’

From A Level Psychology to Working with a Team of Psychologists – My Journey and Experience

July 4th, 2016

I have had a wonderful week at Zircon; I have learnt lots about the company and the occupational psychological field, I’ve met many of the team involved at Zircon and been lucky for their constant support and lucky that they have shared their mountain of knowledge with me (and not just work related things!) » Read more: From A Level Psychology to Working with a Team of Psychologists – My Journey and Experience

From HR to Psychology

June 6th, 2016

Having just arrived in the UK as an experienced HR Generalist looking for UK experience, and wanting to expose myself to as much as possible, I attended a Talent Assessment Accreditation Course at PA Consulting. The Talent Assessment tools and the research behind them really sparked an interest in me, and I was thrilled when I was accepted for a 3-week full time internship at Zircon. » Read more: From HR to Psychology

Job Opportunity with Zircon: Senior Consultant Business Psychologist

March 10th, 2016

Zircon Management Consulting is a Business Psychology Consultancy specialising in Talent Management. We offer a variety of talent services such as Assessment, Development, Training and much more.

The Location: The role will be based predominantly at the Head Office unless you are required at client sites. The Head Office is in Coulsdon, Surrey which is in Greater London, close to Coulsdon South Station / Zone 6.

Salary: Competitive base salary and monthly performance based bonus scheme.

The Purpose of the Role: This is a chance to be part of a highly energetic and entrepreneurial consulting team.  The role of the Senior Consultant Business Psychologist is to create, manage, lead and deliver Occupational Psychology services for clients, to support Directors with the research, design, delivery and validation of talent projects and to support with the coaching and development of the junior Psychologists and administrators. » Read more: Job Opportunity with Zircon: Senior Consultant Business Psychologist

The Power of Relevant Work Experience

February 1st, 2016

As a Psychology graduate with four years professional experience predominantly in the field of graduate recruitment, the decision to make a transition in my career was one I thought long and hard about. However, my growing fascination with Business Psychology, and passion for building my career in the field meant that an MSc was the right next career move, and is one that I am incredibly excited about. » Read more: The Power of Relevant Work Experience

Inspirational Leadership (Part1): Introduction of Intrapersonal & Interpersonal Qualities

December 14th, 2015

Our most recent company white-paper entitled ‘Inspirational Leadership and Executive Presence: Do you need to have Executive Presence to be Inspirational?’ was based on a comprehensive analysis of available research investigating the core elements of truly Inspirational Leadership. The results from the 196 interviews conducted by Zircon found seven qualities evident in organisations today associated with Inspirational leadership. Principally, we found that there was a great deal of diversity in the descriptions of Inspirational Leadership;  with Leaders alluding to a wide variety of intrapersonal and interpersonal characteristics including being morally principled, charming, tenacious, innovative, motivating, attentive, driven, aspirational, focused, enthusiastic, and passionate. » Read more: Inspirational Leadership (Part1): Introduction of Intrapersonal & Interpersonal Qualities

How many people have Inspirational Leadership?

November 26th, 2015

Within Zircon, we take a strong, applied approach to talent management and leadership development. Our recent research indicated a strong appreciation for the qualities commonly associated with an Inspirational Leader.  However, research linking the supply with the demand of such a quality is somewhat limited. While many recognise the potential value of those characteristics thought typical of truly inspirational leaders, many leaders recognise that some characteristics are elusive and difficult to achieve. » Read more: How many people have Inspirational Leadership?

What are the differences between Inspirational Leadership & Executive Presence?

November 23rd, 2015

At Zircon, we place a strong emphasis on trying to determine exactly what constitutes effective and energising styles of leadership. Two concepts in particular are often linked to high potential, and highly talented performers with leadership; Inspirational Leadership and Executive Presence. Whilst many claim to recognise each of these broad characteristics when they see them, the differences between them and the possible overlap remains somewhat uncertain. » Read more: What are the differences between Inspirational Leadership & Executive Presence?

Fantastic Summer Internship at Zircon

November 19th, 2015

Rapidly approaching the end of my MSc. course, I decided that I wanted to gain some hands-on experience of Occupational Psychology in practice before finally entering the ‘real world’. I came across the advert for Zircon’s internship positions on the ABP website, and thought it sounded like a fantastic opportunity. » Read more: Fantastic Summer Internship at Zircon

What is Executive Presence? Why is it Important?

November 16th, 2015

Here at Zircon, we recognise that truly talented and influential leaders possess a range of qualities and attributes; many of which are easily defined, however others are difficult to grasp and even more challenging to describe in a meaningful sense. Executive Presence is rapidly becoming one of the most popular concepts within Business Psychology and Talent Management as a whole. It has be argued that Executive Presence is a highly beneficial attribute within business; one that is sought after by many organisations. The majority of business leaders can recognise when their fellow leaders possess Executive Presence, however, the majority of research hints that this is a tacit strength; one that is difficult to define or describe clearly, and therefore one that has typically been described in a very broad manner. » Read more: What is Executive Presence? Why is it Important?

The Apprentice: proving enthusiasm is no match for competence

October 29th, 2015

zircon apprentice cat

Last night’s episode of the BBC show illustrated why it is critical to assess candidates, and not simply trust their enthusiasm.

Spoiler warning: if you don’t want to know who was fired from The Apprentice last night, look away now.

Comedian W.C. Fields famously said: “Never work with animals or children.”

In last night’s episode of The Apprentice, the challenge of selling products at a pet show proved to be the undoing of candidate Ruth Whiteley.

Despite working in sales training, Ruth failed to sell a single cat tower during a whole day of exhibiting at ExCel in London.

Ruth was fired because she confused Enthusiasm for Competence. She confidently engaged potential customers and chatted to them enthusiastically about the cat towers but was unable to convert a single discussion into a sale.

In interviews, very often we select the extrovert who is confident and enthusiastic because we confuse enthusiasm for competence.

This is why, like Alan Sugar, you should use exercises rather than interviews to assess candidates. In interviews it is difficult to differentiate between the two.

In an exercise, the evidence is clear to observe and record and therefore assess.

There are four types of evidence that can be gained from assessment exercises. In order of validity (the highest is first and is the preferred approach), they are:

  • Observed – exercises (roleplays, presentations, tasks)
  • Tests (online tests)
  • Reported (interviews – where a person reports who they are and how they interact)
  • Inferred (questionnaires – where you infer from the questionnaire how a person will be)

The lesson is to always make sure you include observed exercises as part of your assessment process e.g. a sales task, role play or presentation.

Just make sure it is not a group exercise. As I have written before, this is the main area where The Apprentice’s selection process falls down.

  • Dr Amanda Potter is a Chartered Occupational Psychologist, and the CEO of Zircon Management Consulting.