Posts Tagged ‘leadership development’

Practical Ways to become a Good Manager or Leader

March 25th, 2014

The Zircon team have been researching the key differentiators of long term success for managers and leaders. These differentiators of success contribute to our talent assessment research and modelling. One book that particularly rang true was the book ‘Likeable Business: Why today’s consumers demand more and how leaders can deliver (2012)’ authors Kerpen, Braun & Pritchard suggests that there are 11 practical ways in which to become a better manager and leader. » Read more: Practical Ways to become a Good Manager or Leader

What Proportion of High Performers are High Potential?

January 30th, 2014

The Statistics

Within Zircon, our Business Psychologists run high potential assessment validation events for our clients in order to identify and validate the managers’ assessments of their employee potential. When we work with these organisations we find that managers predict at least 30% of their employees have the potential of success in the future. However, from our experience the percentage of employees who are actually talented/high potential is » Read more: What Proportion of High Performers are High Potential?

The Future of Talent Management: What does the future look like? Part 3

December 11th, 2013

Organisations measure the engagement of their employees.

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

Our research found that the majority of organisations do have tools available to assess the effectiveness and understanding of the TM Strategy. For example, 67% of organisations conduct employee engagement surveys on a yearly basis with a further 18% reporting they do this at least every two years. » Read more: The Future of Talent Management: What does the future look like? Part 3

More Mr Nice Guy – Why ‘Nice Companies’ Can Be More Successful

April 26th, 2013

Within Zircon, Dr Amanda Potter and her team of Occupational Psychologists are constantly working hard to remain up-to-date with current research within the realms of Occupational Psychology. Being a specialist organisation in Talent Management, Zircon are aware of the growing importance of having successful leadership and a flawless reputation to their clients. » Read more: More Mr Nice Guy – Why ‘Nice Companies’ Can Be More Successful

The Leadership Pipeline: Seven Key Transitional Steps from Employee to CEO

January 13th, 2013

At Zircon we believe in supporting our clients with sound advice based on psychological knowledge on how to develop and grow leaders from within the organisation rather than being bought externally. By informing organisations of the unique requirements that different leadership roles need to have, organisations can apply these to their environment and consequently have an edge over their competitors. » Read more: The Leadership Pipeline: Seven Key Transitional Steps from Employee to CEO

How do you turnaround an organisation to create business success?

November 2nd, 2012

In this current climate Zircon are being asked by our clients “How do you turnaround an organisation to create business success?” According to Kanter, a professor of Business Administration at Harvard Business School the critical elements are smart financial and strategic decision making. However they’re useless if the leaders are not able to restore people’s confidence in themselves and each other. » Read more: How do you turnaround an organisation to create business success?

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

ABP Surrey Networking Event – September 2012

September 27th, 2012

Are you psychologically fit?

As our summer brings itself to a blissful close and we approach the next period of, the ABP Surrey networking event, let’s cast our thoughts back to the humans and super humans of the Olympics and Paralympics who furnished us with accomplishments and exploits. While we sit and are amazed at their achievements, this alone does not get them over the finish line or solely impact on how they perform. A critical component is how their mental agility or psychological makeup impacts on their success. » Read more: ABP Surrey Networking Event – September 2012

‘Male-focused’ recruitment processes holding women back from boardrooms

August 9th, 2012

At Zircon we feel strongly about fairness within a workplace and this reflects in us continuously reviewing and monitoring our selection and development procedures/tools to maintain a high level of integrity within our practice. A recent report from Equality and Human Rights Commission (EHRC) revealed that women are at a disadvantage over men at the selection process for board-level positions. » Read more: ‘Male-focused’ recruitment processes holding women back from boardrooms

The Future of Talent Management: Key Findings Part 7

July 12th, 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 7