Leaders

If the members of the hiring team don’t fully understand the intricacies of the job, they’ll be hard-pressed to match the right candidate to the open role. Using a talent optimization approach to define job requirements allows stakeholders to collectively pinpoint the behavioral drives and cognitive ability candidates need to succeed. When you take the…

Hire is part two of the four-part talent optimization discipline. This is where you’ll use talent optimization insights based on people data to hire top talent and build high-performing teams. In a large or growing organization, hiring is happening constantly. You may simultaneously be hiring for a new position, a position that you’ve recently modified…

Too often, an organization or team’s strategy can be abstract or highly technical. Yet it’s your people who will execute this strategic intent, so it’s important that they can see themselves and their endeavors as directly supporting it. Let’s see how following these steps can help you look at your strategic intent through a talent…

An organization’s success is largely determined by its employees’ ability to work together efficiently to achieve goals. In organizations, much of the work is performed by teams of people working together. All teams will undergo varying levels of change, so it’s important to measure team performance over time. It’s also a must that all members…

Most organizations are comprised of a wide variety of employees. These employees differ not only in terms of seniority, experience, functional expertise, and skill sets, but also in their natural behavioral preferences. Some employees, for example, may be naturally detail-oriented and prefer precise instructions, while others may prefer to work under less rigid guidelines and…

Design is part one of the four-part talent optimization discipline. This is where you’ll create and continuously evolve your people strategy.  Why design is important to talent optimization Many companies cobble together employees without considering team dynamics, and they appoint leaders who might be excellent individual contributors but who lack the self-awareness and/or motivation needed…

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…