Why Assessments?

Develop an understanding underlying individual and team performance strengths and opportunities.

Excellence in organizations focus at the individual employee level and the organizational level. Assessments play a role in both.

A key challenge, if not the key challenge, in the management of people and organizations is predicting the future. Used well, assessments enable us to achieve this.

Three top challenge that today’s leaders are facing that are helped by assessments

  • Uncertainty, Turbulence and Change: how do we best communicate and lead in these challenging times.

  • Talent: how do we spot, engage and retain top talent for now and the future.

  • Remote Working: how do we know who will flourish and who will need extra help and support.

Hiring

The ability to accurately identify the skills and competencies required in your organization and to template the different organization roles is critical to long term organization excellence 

  • Unsure what makes a good hire? 
  • Worried about remote working and a fast-changing environment? 
  • Concerned that unconscious bias is creeping into your hiring strategies? 

Assessments allow you to:

  • Identify the skills you need both now and for the future 
  • Understand remote working traits 
  • Know which competencies are needed in for that role  
Selection

Spotting the talent in potential new hires and internal advancement is essential if you are to avoid very costly hiring mistakes and to identify long term talent potential  

  • Struggling to make fast, accurate hiring decisions?  
  • Fed up with hiring people who fail?  
  • Is the individual you interview different than the individual who shows up on the job?   

Assessment will:

  • Improve your speed of decision making 
  • Improve the accuracy of your selection 
  • Significantly reduce costly hiring mistakes 
Onboarding

Onboarding is one of the most overlooked aspects of leadership, yet a strong onboarding process significantly reduced time to effectiveness and employee engagement (and retention) 

  • Onboarding new hires the same ways and wondering why they aren’t all succeeding? 
  • Concerned about how long it takes for your new hire to ramp-up? 
  • At a loss to understand why your high-quality new hire has left? 

Using Assessments will:

  • Highlight strengths and weaknesses to focus early development attention 
  • Allow you to create a development plan from day 1 
  • Engage and motivate your new hire 
Development

Unless you really understand your people and their development needs your ability to drive individual and organizational development will be severely hampered

  • Wasting a lot of time & money on training that is not leading to improvement?
  • Worried that you are not seen by your people as committed to their development?
  • Recognize that performance in one job does not guarantee success in another?

Assessments allow you to:

  • Clearly signal your commitment to development
  • Focus your training investment in the right areas
  • Evaluate the impact of training and development
Engagement & Retention

The foundation to employee engagement and retention is understanding them and adjusting your management approach and employee value proposition to their particular needs

  • Did you know that more people leave a company because they don’t feel valued than because of the pay?
  • Frustrated that your best people leave whilst your more mediocre ones stay?
  • Losing good employees because they don’t know the career growth path?

Assessment allows you to:

  • Understand your employees
  • Demonstrate you are committed to their growth and success
  • Effectively support career growth
Team Building

Teams comprise people, and people are different and they interact differently.  Creating high performing, diverse teams is critical to organization success

  • Don’t understand why some teams gel and others don’t?
  • Feel that your people could be more productive?
  • Need to deploy team rapidly but failing?

Assessments allow you to:

  • Understand how people relate to each other
  • Improve team dynamics
  • Reduce time to effectiveness in new teams
Succession

Succession planning is an essential part of supporting both individual and organization growth.  Effective succession planning required objective data

  • Unsure about your future leadership bench strength?
  • Struggling to advance people fast enough and losing your top talent?
  • Unsure how an employee will do in a different role?

Use Assessment to:

  • Predict job success and career potential
  • Discover great talent within your organization
  • Match talent to key roles
Separation

One of the least desirable aspect of management is releasing staff; knowing who to release is essential and releasing them well builds a stronger organization. At the same time, understanding why people are choosing to leave your organization is also critical.

  • Are you daunted by the challenge to downsize?
  • Don’t understand why people are leaving you?
  • Don’t know who will flourish in an uncertain future?

Assessments will give you:

  • Information on performance
  • Insights into motivation
  • Select the best fit for future roles
Human Capital Planning

The identification and development of the skills required for the future success of the business is critical to ongoing growth and success of the enterprise. Assessments enable the leadership of today to plan for the requirements of the future.

Organizational Design

The ability to accurately deploy our people to the right roles enables an agile approach to organization design is critical in the fast changing, unpredictable climate all businesses operate in.Significantly reduce costly hiring mistakes 

Talent Management

Assessments allow us to spot talent and predict future performance which facilitates more accurate talent management decisions which can also be taken earlier

Succession Planning

Assessment support decisions that are made at organization level succession planning. Driving and supporting the actions necessary to ensure strong bench strength and a robust success plan for all key roles

High Performance

Understanding how people relate to each other and how best to adjust to working with each other is critical to high performance at the individual, team and organizational level

Understanding Ourselves

Our attitude, beliefs, preferences, strengths and weaknesses all impact our selling. As sales people we need to fully understand ourselves so that we can manage the sales process with very different prospects

Selection

Spotting the talent in potential new hires and internal advancement is essential if you are to avoid very costly hiring mistakes and to identify long term talent potential  

  • Struggling to make fast, accurate hiring decisions?  
  • Fed up with hiring people who fail?  
  • Is the individual you interview different than the individual who shows up on the job?   

Assessment will:

  • Improve your speed of decision making 
  • Improve the accuracy of your selection 
  • Significantly reduce costly hiring mistakes 
Onboarding

Onboarding is one of the most overlooked aspects of leadership, yet a strong onboarding process significantly reduced time to effectiveness and employee engagement (and retention) 

  • Onboarding new hires the same ways and wondering why they aren’t all succeeding? 
  • Concerned about how long it takes for your new hire to ramp-up? 
  • At a loss to understand why your high-quality new hire has left? 

Using Assessments will:

  • Highlight strengths and weaknesses to focus early development attention 
  • Allow you to create a development plan from day 1 
  • Engage and motivate your new hire 

Six Signs your Learning Culture Needs a Makeover

Are you standardizing new hire on-boarding, training, and reinforcement coaching to create a learning culture with long-term results?