Audience: All employees – managers and individual contributors.Outcomes: The ability to use the features and guides in Inspire to hone individual strengths, build meaningful working relationships, and fast-track development. Below are our recommendations for managers and individual contributors. We’ll cover features and guides that will help with self-awareness and awareness of others. Being able to…
As you build your PI implementation plan with your PI Consultant, setting the right people up with the right tools at the right time is key to driving real impact. The interactive below walks you through the essential steps for each employee group—individual contributors, managers, and senior leaders—ensuring they receive the support they need to…
Whether you’re reviewing an employee who has reported to you for a while or someone who is brand new, just the thought of having the conversation can be overwhelming. You might be asking yourself… How do I start? What if the person disagrees about some of the feedback? What do I do after the review…
Managers and coaches aren’t one and the same. Being a manager is more directive and transactional. Managers oversee the work of their employees, create plans, and direct their employees. They identify needs and fix problems to keep projects moving so the business can achieve its goals. Coaches are more consultative and employee-focused. They focus on…
Scorecards can help you determine how well you’re working with members of your team. You can download them here.
Expectations and norms can help, but it’s even more important for your team to practice awareness. When an individual understands who they are at work and understands who others are like around them, they get a clearer picture of how to interact with one another. Think of someone who doesn’t show up to a meeting…
Now that we have some basic expectations set, it’s time to focus on how we actually communicate with each other. Not everyone communicates the same way. As a result, it’s important to set ground rules on the words and methods we use to communicate. The norms we describe below should not be set by one…
Why is your team important to your business? What does your team do every day? If your team can’t answer those questions, it might indicate communication issues. Setting clear expectations is important to make sure that regardless of personal differences, each member can agree about their goals. Create S.M.A.R.T. goals Just like your organization has…
We’ve all had that one person at work we didn’t agree with. That disagreement is okay—even beneficial. People are unique. When they express their different perspectives, there’s always a risk of conflict. The problem is when this leads to unhealthy conflict. When people on a team stop communicating effectively, projects get derailed. Even when people get…
Every individual is wired differently. Their behavioral makeup dictates how they approach and respond to situations in the workplace. And the more insight you have into those behaviors, the better equipped you are as a colleague, team, or organization to understand your people – and put them in positions where they will thrive. Let’s explore…
The PI Cognitive Assessment was developed in 2010 in response to client demand for a short cognitive ability assessment which could provide a valid predictor for job performance. The development work was conducted in accordance with Principles for the Validation and Use of Personnel Selection Procedures (SIOP, 2003), and the Standards for Educational and Psychological…