Talent management is a set of integrated organizational workforce processes designed to attract, develop, motivate and keep productive, engaged employees. Strategic talent analytics is your key to building a high-performance workforce— essential in today's world. You need everyone taking responsibility for the success of the organization, not just their jobs or areas — talent analytics along with our governance analytics makes sure that it happens.
Your talent strategy needs to align with annually with your annual business planning process — where you review and update periodically against your vision and strategic plan — so too a talent strategy must evolve. Complexity, change, and a challenge is the only certainties. Leaders must have a complete and talent strategy aligned with the organization's plan, which addresses:
Our analytics show that employees who consistently meet or exceed expectations have these five core behavioural competency:
These along with being likable are essential to employee career success. Our leadership ladder sets out the behavioural competencies need at each level of leadership. In our article How to be likable – 13 Behaviors Likable People Engage In provides insights into becoming more attractive. Every job requires a different talent stack. Every individual has a unique talent stack, Both employers and employees need to know the natural behavioural strengths in their talent stack and the development areas for the given job. We provided both.
Leaders who understand talent analytics and the urgency of making their staff a strategic business priority will be the ones that make the most significant gains in growth and innovation. You should take the following steps:
Our people analytics will help you every step of the way. Once you understand the underlying behaviours of your employees, you can strategically engage and develop your team for future success.
We offer a complete set of talent analytics and services:
Jobs will be lost to automation. By investing in softer skills such as leadership, creativity, emotional intelligence and critical thinking you will cut the number of job losses. Using our talent analytics and related services you will maximize your investment in your staff. SuccessFinder predicts career satisfaction and success based on the discriminating factors – behaviour traits and competencies.
Behavioural traits and competencies are the key differentiators in performance. High performers share a common subset of behaviours and competencies that they are incredibly adept at using. The career assessment compares the candidate’s profile with the “high performers” to predict success in employment.
Well-known recruiter Jörgen Sundberg puts the cost of onboarding an employee at $240,000. And, according to the U.S. Department of Labor, the price of a bad hire is at least 30 percent of the employee’s first-year earnings. In other surveys, 41% of companies said it cost them at least $25,000 for a lousy hire, another 25% said it was over $50,000. Whatever the number is . . . It’s a lot!
Why take a chance?
SuccessFinder can predict success with up to 85% predictive validity. Yes, 85%!
Accenture’s 2017 Strategy Harnessing Revolution – Creating the Future Workforce suggests:
Understanding yourself is critical when choosing or changing your career. Understand your strengths, interests, emotional intelligence, values, behavioural traits, behavioural competency, leadership, and motivations more fully.
Online tools may offer some insights that you might not have had before taking the assessment. Our instrument is much more profound. Our reviews are administered in full by a professional who can interpret the results. However, you need more than a sense of where you should head and how you should be marketing yourself. You need a most reliable instrument in the industry along with full consultation of results to support your career journey. You worth it—invest in the best assessment you can get.
Self-awareness is critical because we can experience ourselves as unique and separate individuals when we better understand ourselves. We are then empowered to make changes and to build on our areas of strength as well as identify areas where we would like to make improvements. Self-awareness is often the first step to goal setting. Self-awareness is being conscious of what you're good at while acknowledging what you still have yet to learn. This includes admitting when you don't have the answer and owning up to mistakes.
In our highly competitive culture, this can seem counter-intuitive. Many of us believe that we must appear as though we know everything all the time or else people will question our abilities, and then perhaps judge us. If you're honest with yourself, you'll admit that the opposite is true. Because whether you acknowledge your weaknesses or not, everyone still sees them. So, the person who tries to hide imperfections highlights them, creating the perception of a lack of integrity and self-awareness.
Hiding character imperfections, or flaws, can have several negative effects on an individual's personal growth and relationships.
Firstly, when an individual hide their imperfections, they may feel pressure to maintain a facade or image of perfection. Which is exhausting and leads to increased anxiety and stress. This can prevent them from being their authentic selves. Moreover, it may even lead to a sense of disconnection from others.
Secondly, hiding imperfections can prevent an individual from learning from their mistakes and growing. By acknowledging their flaws and working to overcome them, individuals can develop greater self-awareness and improve their relationships and personal well-being.
Thirdly, hiding imperfections can hinder effective communication and problem-solving in relationships. When individuals are not honest about their shortcomings, it can create an atmosphere of mistrust and undermine the foundations of healthy relationships.
Ultimately, hiding character imperfections may provide a temporary sense of relief, but in the long run, it can hinder personal growth, damage relationships, and lead to a sense of disconnection from oneself and others. It is essential to acknowledge and accept imperfections as a natural part of the human experience and work toward personal growth and improvement
This of career development as a journey. Your career development plan is to get you to the next milestone on your journey. SuccessFinder Career Development leads to career success and satisfaction. We encourage you to review your plan annually and adjust as needed. You need to make your way around our cycle annually.
SuccessFinder career development is unlike other assessment approaches. We offer a single tool that can be used across the organization: for all roles and levels and at every stage in the employee life cycle. We help people discover their performance strengths and suggesting roles that optimize their potential. Our talent analytics are essential to an effective career development plan. SuccessFinder offers a predictor of success in any role.
In addition, SuccessFinder is only career assessment tool committed to meeting the rigorous APA C1 standard based on its validity for decision-making.
We offer an employee career development plan and a personal development plan.
Gallup researchers have studied human behaviour and strengths for decades. They discovered that building employees' strengths are a far more effective approach than a fixation on weaknesses.
In the current study, a vast majority (67%) of employees who strongly agree that their manager focuses on their strengths and poor positive characteristics are engaged, compared with 31% of employees who strongly agree that their manager focuses on their weaknesses.
When managers help employees grow and develop their strengths, they are more than twice as likely to engage their team members. The most powerful benefit a manager can provide his or her employees is to place them in jobs that allow them to use the best of their natural talents, adding skills and knowledge to develop and apply their strengths.
Leadership is about behaviour, regardless of a person’s title or where they fall in the company hierarchy. As organizations face new and unfamiliar challenges, success depends on increasing the frequency of leadership performance from individuals and teams across the organization to ensure that the organization can deploy the right leadership at the right moment for the right context. So instead of redefining criteria and isolating a small group of “stars,” the challenge is to understand and unleash the largest source of potential: The entire workforce.
We take a holistic view of potential — beyond simply identifying leadership potential among individuals. Instead, we aim to surface, activate, and accelerate potential in every individual, within teams, and across the full force of your organization.
Our leadership ladder provides the framework and process to develop and support the leaders in your organization from first-level managers to CEO.
In addition to the technical or professional skills, education and years of experience, research has shown that specific performance competencies are necessary to enable career success in a particular profession.
The SuccessFinder competency model (refer to the image below) is made up of 26 competencies that are organized into five broad categories of performance. As I spent my career in engineering and lead large engineering organizations for 15 years, I will use engineering as an example. The same approach applies to all professions. However, performance competencies are different. We work with associations to make this powerful analytics available to young people considering your trade as a career. Through our CareerSuccess program, we also make this analytics available to students and new graduates as they embark on their journey to career success and satisfaction. We encourage this journey to start before considering your college major. Most don't, and 80% of college students change their major!
When the SuccessFinder Researchers benchmarked the performance competencies of engineers against the full range of skills, the researchers found ten dominant competencies that high-performing engineers demonstrate in the workplace.
| Competency | Description |
|---|---|
| Reasons Critically | Demonstrates the ability to tackle difficult problems by using logical, quantitative reasoning to identify patterns relevant to problem-solving. |
| Builds Consensus | Enjoys working as part of a team. Emphasis is on appropriate compromise, demonstrating tact, maintaining emotional control and interpersonal tolerance rather than making demands. |
| Demonstrates Character | Honors interpersonal commitments, maintains the courage of high-minded convictions, values living rightly and plays by honourable rules. |
| Thinks Conceptually | Demonstrates the ability to comprehend theoretical concepts and be curious about the broader "why?" or holistic perspective on problems. |
| Strives for Excellence | Demonstrates a desire to produce the best quality products or service and conscientiously tracks and double checks the accuracy of work. |
| Overcomes Adversity | Demonstrates an ability to persevere when pursuing difficult challenges and responds positively to adversity in the face of failure. |
| Maintains Accountability | Demonstrates an attitude that is defined by taking responsibilities and loyalties very seriously, by assuming a sense of personal accountability of one’s results, as well as co-workers’ actions without seeking to blame or provide excuses for failures. |
| Establishes Alliances | Establishes friendly relationships, enjoys expressing one’s views and participating socially with others in a manner that reflects genuineness and interpersonal intimacy. |
| Initiates Independently | Demonstrates a preference for taking action, pursuing high risk and initiating projects independently of prior approval or requests. |
| Focuses on Results | Prepared to make the personal sacrifices or expend extraordinary dedication to one’s work when frequent overtime is required to complete assignments. |
Using performance competencies, we can provide an additional view of a candidate versus a higher performer.
In addition to technical skills, academic background and professional experience acquired, an individual’s natural behavioural tendencies are crucial elements to achieving success at work. Our goal in creating this model is to provide better ways for organizations to capture these natural behavioural tendencies and leverage them to develop the strong, resilient leaders required to drive today’s business strategies. SuccessFinder measures 85 performance traits. The 26 performance competencies consist of three to six behavioural characteristics. The competencies are grouped into five categories. They are very useful for developing a performance plan as they reflect the interaction of the traits.
How the traits combine along with a career theme in different dynamic combinations to predict business and career success. These combinations constitute the complex behavioural trait dynamics that we see in the workplace and can be measured using competencies and a readiness to influence others directly.
Performance competency is the kind of skill set that an individual should have so that he or she can meet the goals of the organization. Measuring performance competency is a tough job for any human resource manager. SuccessFinder makes it easy. Due to the increasingly complex structure of the organization, it is imperative for individuals to have a good and healthy relationships with people across departments.
In some organizations, including behavioural competencies is part of their appraisal as well.
Understanding performance competencies play an essential role in succession planning, workforce planning, and training and development.
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Kim Allen brings clients a big-picture view that balances innovative thinking with the practical mindset that can only be gained by leading organizations. He draws on his 25+ years of accomplishment as a chief executive in the public, private, regulatory, and association sectors and experience across all major business functional areas. As an agile leader, Kim works with business leaders around the world to build and strengthen governance, strategy, organizational alignment, and operational excellence. Also, he works with clients to find and develop exceptional leaders. Kim cares about the people and understands the bottom line.
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Strategy about is about making specific choices to win in the marketplace
Choosing a career is difficult. For some it is overwhelming. Finding career success is even more difficult. Our Student Career Success Program supports young people in fulfilling their potential through a rewarding career.
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Become self-aware — understand and leverage your unique talent stack and leverage it for success and achieve genuine career satisfaction.
