Great People Works

When I started to work for a Fortune 200 company in 1971 there was no concept of Manager Fit.   A Managerial Fit Assessment had not yet been invented.  And, I'm sure there are some companies who are not ready for it yet.  The Boss like the Customer may not always be right but he was always the Boss.  People were expected to adjust their temparments to his, to follow his instructions and yada

Avoiding Bad Hiring Decisions - Successfully hiring great people consistently is more science married to quality improvement than most companies realize but modern Behavioral Assessments makes it easy.  While employee turnover costs are often considered and recognized to be a problem in many businesses it amazes me that people continue to make bad hiring decisions but expect different results. They fail to recognize the obvious and the not so obvious costs of high employee turnover and the impact it has on other employees, customers and results.

Mind Mapping is a different way to approach problem-solving, planning, decision-making, writing, idea generation, goal-setting and a variety of other tasks where you would like to get a lot of ideas and organize them in different ways and do it quickly. By visually seeing the work in a non-linear fashion it gives the user a "big picture" view of the major elements being considered and has the capability to include a variety of sub-elements, pictures, notations, etc.

Sales attributes, the ones that make a difference between a great or a so-so sales person can vary from one industry to another, among companies and even within a company as the jobs or products are different.  Fortunately the attributes of a great salesman in any company can be quantified and qualified with the a Behavioral Sales Assessment  by measuring the high performers and building a performance model from their results. 

Many employers when thinking about promoting from within find themselves looking out at their employee assets and wondering "Is this all I have to choose from?" The reason for this is that they didn't hire their future manager or begin to develop their future manager from Day 1. This is what smart companies do. Many large corporations do it through well orchestrated training programs lasting anywhere from a few weeks to a couple of years and combine it with a succession planning system that constantly works to train, develop and coach talent into future management and executives.

Behavioral science has come a long way in the past several years and the use of predictive assessments to hire, promote and retain high-performing employees is now a mainstay of the most successful companies.

Just imagine how successful your you and your organization would be if you had a high-performance employee in every single position. If every manager knew how to effectively manage people, influence others and the whole team worked together to accomplish key goals. How successful would you be then?