The past decade has seen significant changes in the assessment center practice, especially the rise of virtual assessment centers that preserve the live role-playing component and assessor observations of actual behavior. Now that technology has made assessment centers more convenient and cost-effective, there is a new push to deliver an even shorter version to a larger number of employees. What are these “shorter & faster” assessment centers like?
People don’t develop skills by taking a class or reading a book. It’s your job as their leader to actively help them develop them through feedback, challenging assignments, suggestions, and reflection. If you don’t invest your time and energy into developing the people on your team, they will stop learning, stagnate, and become disengaged, and their performance will eventually decline.
Developing leaders and building soft skills is at the top of agenda for many organizations. But how do you personalize the development process for every leader in your company? You can’t offer executive coaching to everyone and the traditional classroom or e-learning “one-size-fits-all” format is just not enough anymore. So what are some alternatives?
As a leader, creating urgency is an effective way to push individuals and teams to deliver results. Without a sense of urgency, your teammates won’t push themselves to work hard, and they may procrastinate and struggle to get tasks and projects done on time. When people lack a sense of urgency, they are more easily sidetracked with daily distractions and can end up wasting time on tasks that are unimportant.
As the popularity of virtual assessment centers increases, more and more organizations and consultancies are moving their brick and mortar assessment centers online. Last year, Mercer’s Global Talent Trends Study found that 66% of North American companies already use virtual assessment centers. But the transition is not as simple as one might think. Here are the three biggest considerations…
As a leader, you are probably involved in negotiations on a daily basis, even if you don’t realize it: any time you attempt to reach an agreement with another party through dialogue, you are negotiating. Sometimes your negotiations are formal, like negotiating a contract with a client or a new company policy. Other times, your negotiations are informal, such as resolving a conflict with a team or a coworker.
Last month, a federal court ruled that decisions about employees by upper management exercising “unfettered discretion” may qualify for certification in Title VII class action suits. This decision is part of a growing body of case law that challenges traditional talent management practices (i.e., talent reviews, high-potential identification, and succession planning) turning them into a multi-million-dollar legal risk for many corporations.
As a leader, flawlessly executing a project requires strong planning and organizing skills on your part. Having a clear sense of who will do what and the resources they will need to do their work is critical for your success. Planning and organizing well enables you to effectively coordinate the efforts of multiple people and helps to ensure that everyone knows what is expected of them.
You may feel like there always seems to be more work to be done than hours in the day, and that’s why it’s important to prioritize…