The value of assessments is universally recognized throughout the business world. Assessments can be applied at the individual, team and organizational level. Further, assessments are great tools as components of your selection process and development programs. Each application is unique and requires certain safeguards to ensure that data is interpreted and engaged appropriately.
Selections Process
In a Selection Process we find that there are stars in every company. However, understanding the unique differ¬ences between top, middle and low performers is essential in build¬ing selection criteria and tools. When designed correctly you have a roadmap to hire the right people, and focused development capabilities that will improve individual performance.
People that thrive in one company do not always succeed in others. Measuring the differences between high and underperforming talent creates accurate tools that quickly identify the right talent for both the organization and the role. The outcome must be a clear set of compe¬tencies and selection tools that improve hiring decisions and better pre¬dict who will perform in the role, and screen out those who are less likely to be successful.
Key steps in the selection process include:
- Identifying top and bottom performers
- Conducting one-on-one interviews
- Profiling Top/Middle/Low performers
- Identifying discriminating factors
- Defining selection and development competencies
- Developing targeted selection tools (assessments, interview questions, etc.)
- Integrating selection tools into the existing hiring system
- Measuring and monitoring results to improve the benchmark over time and as the role evolves or changes
Development Tools
From a Development Tool perspective we believe that each individual has a unique Talent Pattern, which is comprised of multiple dimensions that must be evaluated both individually and based on their integrated assessment pattern. We have found that an individual’s Talent Pattern includes preferences that result in both strengths and potential limitations. Potential limitations come from over-reliance on our strengths, resulting in tendencies, biases and blind spots. Personal effectiveness results from being aware of your Talent Pattern so you can maximize your strengths and manage your potential limitations.
Combinations of these Talent Patterns can result in either positive or negative effects, depending on the job requirements and the culture of the organization. These combinations can be described as:
- Synergizers – Motivator, Thinking, and/or Behavior dimensions with opposing characteristics which, when integrated, result in a total effect which is greater than the sum of the individual effects.
- Amplifiers – Motivator, Thinking, and/or Behavior dimensions with similar characteristics which, when integrated, result in a magnification of the individual effect.
Through years of practice, identifying development opportunities must include evaluation of various dimensions. We recommend examining a person’s talent pattern from at least three perspectives. We first recommend evaluating an individual’s Motivational Style so you can better understand WHY they do what they do. We then recommend evaluating an individual’s Thinking Style, which includes experiences, references, education, and training, and will tell you WHAT they can do. We finally recommend evaluating an individual’s Behavioral Style, which tells you HOW they will do it.
Assessment Survey Tools
Alignment surveys measure gaps in the perception of customers, employees, managers, and executives of various objective success criteria. Time and again we have found that alignment is key to performance. Often we find that the perception of management is not consistent with the perceptions of team members. More importantly, misalignment between customers and an organization can help identify and isolate underperformance and customer satisfaction challenges.
Alignment surveys are a great alternative to 360s. We’ve all probably have participated is some form or other in 360s. Alignment surveys allow organizations to probe even deeper to understand strengths and limitations of their leaders, teams and the organization, and are able to do it in a less threatening and obtrusive manner.
Leadership Effectiveness Surveys (LES) provide a quantitative analysis of the culture of an organization and the effectiveness of its leaders. They also assess the ability of leaders to drive employee performance and engagement. LES are often a key component of leadership development programs as it allows leaders and the organization to measure improvement and clearly identify ROI and provide guidelines for areas of continued development.
Assessments and surveys can be integral tools in selection, development and leadership applications within your organization. When applied appropriately, they bring great value, increased performance and a winning culture to all aspects of your employees, leaders, teams and organization.
