One issue constantly surfaces these days during our presentations to leaders of organizations and, in all candor, it’s an issue which consumes those of us who are helping best-practice companies both attract and retain top talent. That issue is … “you must know your employees well, better than they know themselves.” Much like the song…
Read more
Since the dawn of human existence, people have organized into teams to accomplish what no one person could effectively do on their own. But it wasn’t until the late 1920s and early 1930s with the now classic Hawthorne Studies that researches conducted a series of research activities designed to examine in-depth what happened to a…
Read more
Four Quadrant Social Style Assessments (aka DISC type assessments) should never be used for pre-employment (hiring) purposes for the following reasons – they: Are not validated (meant) for pre-employment purposes, Are not (reliable) predictive of a person’s future behavior, Are fake-able, and Present an incomplete picture of a candidate. More specifically: DISC type assessments are not validated (meant) for pre-employment purposes. Validity refers to…
Read more
In F. Leigh Branham’s book, Keeping the People Who Keep You in Business, he makes this suggestion; “Interview applicants who may lack traditional qualifications, such as degrees or years of experience, but have the right abilities and can be trained,” (emphasis added). If an employee has the right abilities, training for specific job skills can be both…
Read more
In the author’s words, “Why are there so few leaders in today’s business community? The answer seems to be that most managers don’t understand or know enough about the nuts and bolts of skilled leadership. It’s a difficult subject to master because there are no specifics that can be taught. And it is even more…
Read more