Talent Optimization Leader Certification

Question 1 of 40

What are the four forces of disengagement?

Job, Manager, Team, Culture
Location, Title, Compensation, Benefits
Globalization, Automation, Technology, Trade
Routinization, Authority, Extraversion, Expectations

Question 2 of 40

What is the definition of talent optimization?

Talent optimization is a framework for aligning business strategies and people strategies so that companies can achieve desired business results.
Talent optimization is a schema for motivating employees in order to improve their overall effort level.
Talent optimization is a schema for motivating employees in order to improve their overall effort level.
Talent optimization is a method of identifying and hiring employees with the most skill or skill potential.

Question 3 of 40

Business strategy relates to talent optimization by .

Being a talent optimization aptitude.
Providing context for talent optimization.

Question 4 of 40

The four essential truths of talent optimization are that it (choose four):

Allows companies to perform regardless of culture
Is driven by people data
Protects against the four forces of disengagement
Must be embraced by leaders at every level
Takes place within business context

Question 5 of 40

Which component of the talent optimization framework is related to measuring engagement?

A
B
C
D
E
F

Question 6 of 40

Why is the diagnose aptitude important to talent optimization?

It helps identify the types of individuals the company needs to hire to support the strategy.
It informs the prescriptive remedies that will impact business results.
It informs the ideal strategy to meet business goals, based off of the employees at the organization.

Question 7 of 40

Which of the diagnose activities includes considerations for changes to the organization’s execution plans?

Prescribe improvement actions
Measure what matters
Analyze objectively

Question 8 of 40

Which of the following are steps for measuring what matters in talent optimization (choose three)?

Identifying high performers
Choosing measurement tools
Deciding which people data to measure
Determining the frequency of measurement
Deciding which strategy data to measure

Question 9 of 40

Which of the following are examples of people data (choose two)?

Customer acquisition costs
Employee engagement scores
Profits and losses
Job performance ratings
Benefits overhead costs

Question 10 of 40

True or False: The pace of change in the business environment of a company impacts the frequency with which a company collects and analyzes people data.

True
False

Question 11 of 40

What is the most common mistake when prescribing action?

Not taking action at all
Focusing on executives
Adjusting hiring practices
Reorganizing teams

Question 12 of 40

What is the primary benefit of intentionally designing a company’s people strategy?

Minimizing cultural disruption
Improved organizational communication
Better chance of achieving business outcomes
Clarity around talent budget

Question 13 of 40

Why is it important to purposefully select a company’s organizational structure?

Good communication depends on a well-designed organizational structure.
A good organizational structure helps attract top talent.
Different business strategies may work better with different organizational structures.
Processes are more efficient when there is a purposefully selected organization structure.

Question 14 of 40

A company’s strategy requires employees to be empowered to make their own decisions quickly. Which of the following options best describes the organizational structure needed at this company?

A matrixed organization where there are multiple decision-makers.
A flat organization with very few layers of decision-makers.
A hierarchical organization where top leaders are the main decision-makers.

Question 15 of 40

In talent optimization, organizational design is a(n) process.

One-time
Ongoing

Question 16 of 40

True or False: Self-awareness and practice can help leaders adapt their natural style to suit a strategy.

True
False

Question 17 of 40

What is the first step to mapping leadership competencies to business strategies?

List the company's strategic initiatives.
List managers' strengths and weaknesses.
List important leadership competencies.
List critical departments and functions.

Question 18 of 40

What is the benefit of having senior leaders understand the dynamics of their own team?

It sets the tone for the rest of the organization
Less conflict will always improve performance
It allows leaders to convince others to follow them on a preferred path

Question 19 of 40

How does one identify the culture that is needed to support business strategies?

Define values and norms that reflect desired practices.
Identify the values and norms that are most important to employees.
Research values and norms used at other successful companies.
Map the values and norms that align to the behaviors of the senior leaders.

Question 20 of 40

What is one way to close a gap between current and desired culture?

Change the business strategy to match the culture.
Survey employees about their desired culture.
Reorganize departments to align with the culture.
Maintain transparency about the company's business strategy.

Question 21 of 40

When a company uses a talent optimization approach to defining job requirements, the employees they hire are likely more (choose two)?

Collaborative
Engaged
Experienced
Productive

Question 22 of 40

What is a recommended step for defining and communicating job requirements?

Assemble the interview team.
Create a compelling job advertisement.
Collect objective data about candidates.
Predict changes to current team dynamics.

Question 23 of 40

According to the Ultimate Guide to Talent Optimization, what is an advantage of using people data to rank candidates?

It can be used for future development.
It can be tied to compensation.
It narrows the candidate pool.

Question 24 of 40

True or False: To keep objectivity, team dynamics should not be considered during hiring.

True
False

Question 25 of 40

True or False: Some or all of the interview team should be trained on how to evaluate cultural fit during interviews.

True
False

Question 26 of 40

When planning career paths, a best practice is to create .

Paths for employees of different ages.
Behavioral and cognitive profiles for the job.
More middle management positions.

Question 27 of 40

According to the Ultimate Guide to Talent Optimization, what is the number one driver for higher employee engagement?

Perks and benefits
Open workspaces
Effective leadership
Low stress work

Question 28 of 40

According to the Ultimate Guide to Talent Optimization, which of the following steps helps create an effective leadership team (choose two)?

Creating awareness of leader similarities and differences.
Creating flexibility and the ability to adapt to change.
Ensuring that all leadership team members use people data.
Aligning their compensation and incentives

Question 29 of 40

True or False: Team members can adapt their natural styles in order to help the team reach its optimal productivity.

True
False

Question 30 of 40

Which of the following are three best practices for creating high-performing teams (choose three)?

Consider each team as an organization in itself.
Be explicit about who the leader is so quick decisions can be made.
Ensure that all team members are aware of their respective similarities and differences.
Assemble teammates with similar natural styles to minimize friction.
Have team leaders monitor and manage team culture.

Question 31 of 40

According to the Ultimate Guide to Talent Optimization, diverse perspectives help teams .

Reach consensus.
Address culture gaps.
Make faster decisions.
Adapt to change.

Question 32 of 40

True or False: Different standards of performance should be thoughtfully implemented throughout the organization.

True
False

Question 33 of 40

Which of the following steps will help reinforce your culture (choose three)?

Repeatedly communicate cultural norms
Address conflicting behaviors
Reward desired behaviors
Benchmark your culture against similar organizations

Question 34 of 40

True or False: Leaders and managers can purposefully shift culture by modeling desired behaviors.

True
False

Question 35 of 40

35. What is the purpose of the talent optimization maturity model?

To evaluate where your organization's talent optimization competency level and identify areas that need improvement
To compare yourself against other organizations
Test your knowledge about the talent optimization discipline

Question 36 of 40

36. True or False: The talent optimization maturity model is a diagnostic tool that measures your organizations capabilities in the 15 talent optimization activities.

True
False

Question 37 of 40

37. Which maturity model level is described as unstable, reactive, and undocumented?

Chaotic
Basic
Proficient
Optimized

Question 38 of 40

38. Which maturity model level is described as innovative, agile, and autonomous?

Chaotic
Basic
Proficient
Optimized

Question 39 of 40

39. What are the recommended action steps to take after completing the talent optimization maturity model?

Wait and take action later
Strengthen the areas where you scored the highest
Focus on creating action plans for problem areas

Question 40 of 40

40. True or False: While completing the maturity model, it is important to consider your organizations future capabilities relative to your strategy.

True
False

Talent Optimization Leader Certification

Certification Summary

Information

Results

Results

Categories

Congratulations on passing the Talent Optimization Leader Certification!

1. Question

2. Question

3. Question

4. Question

5. Question

6. Question

7. Question

8. Question

9. Question

10. Question

11. Question

12. Question

13. Question

14. Question

15. Question

16. Question

17. Question

18. Question

19. Question

20. Question

21. Question

22. Question

23. Question

24. Question

25. Question

26. Question

27. Question

28. Question

29. Question

30. Question

31. Question

32. Question

33. Question

34. Question

35. Question

36. Question

37. Question

38. Question

39. Question

40. Question