Talent optimization is a four-part discipline for aligning your business strategy and your people strategy so that you can achieve your desired business results. At its core is the collection, analysis, and application of people data. Here are the four aptitudes you must master to practice talent optimization successfully:
There are five essential truths of talent optimization. 1. Talent optimization exists within business context. Talent optimization doesn’t happen in a vacuum. It’s informed by business strategy and it produces—or fails to produce if not implemented—desired business results. Most businesses have some form of a business strategy. Many times, this strategy reads out in technical…
Talent optimization is the discipline of aligning business strategy and talent strategy. It’s a strategic process by which organizations optimize employee performance and experience to achieve their aspirations and maximize their results. As a business leader, it’s your job to make sure your company puts your talent into the optimal position to produce your desired…
Frequently asked questions (FAQs) How it works Note: We offer two certifications based on role: the Talent Optimization Leader Certification and the Talent Optimization Consultant Certification. On the next page, you’ll self-select your role so we can customize your certification experience.
Learn more about the history of the BA and its various forms.
What is engagement? Employee engagement is the emotional commitment a person has toward both their company and their company’s goals. When people are really engaged, it ultimately leads to a feeling of psychological ownership, where people work, act, and make decisions like they’re actually a part of the company and its ownership. Engagement is not…
On this page we cover: Work Styles Framework By mapping people and strategy to this framework we create a common language to consider an organization’s talent in relation to its business initiatives. Quadrants in opposing positions embody competing values. Quadrants that are adjacent to one another embody some shared values. Click on each quadrant below to learn about how they…
Adapters have a relatively even balance of behavioral drives. So how exactly do they lead their teams to victory? As leaders, Adapters will transform their style to meet the current needs of the team. Because there’s no predominant drive that fuels their needs or behaviors, one adapter’s management style might look completely different from another….
Your Reference Profile tells you about not just who you are, but also the unique work styles that you contribute to a team. The PI Science team conducted research to link the four framework quadrants below to the four drives measured by the PI Behavioral Assessment™. Each individual on your team will be plotted according…