With a new year comes the opportunity to invest in your company and its future. Assessments are one means to that end. It can seem like a full-time job to try to evaluate each solution’s features and value props.
In the process, you can pick an assessment provider that is not the best fit for your needs. You can’t go wrong; however, if you decide what your business needs to achieve, then make the decision based on that determination.
Here are some critical categories and questions to ask:
- What business challenges need to be solved?
- What are our specific, measurable, goals and their timelines?
- How will assessments help us measure and achieve the goals?
- What is our budget for implementing the assessments?
- What data do we need to extract?
- What will the user gain from this assessment?
- How will we use assessment data?
- How comprehensive do we need the assessment to be?
- To which programs will this assessment be applied?
- How do the assessments align with the objectives for the program?
- To which population will we target these assessments?
- In which languages do we need the assessments to be available?
- What reading level is required for our audience?
- What do we need to measure at the individual level?
- What do we want to measure at the team level?
- How do we ensure privacy and appropriate use?
As each company is different, there is no one-size-fits all solution. Companies should choose the tool that work best for them and try to see the big picture. Consistency is also key, regardless of system.
Need some help in this department? We can help make sure you have the right people in the right seats. You will be delighted with the level and quality of candidates presented, including the thoroughness of our vetting process and the detailed candidate portfolio you will receive for each interviewee. Our clients appreciate the in-depth approach that is invested on their behalf: multi-dimensional screening, leadership, behavior and personal competency assessments.
Written By Toni Widman
Toni Widman is the founder and CEO of Integrated Talent Solutions, part of a family of brands offering unique solutions to organizations in Talent Acquisition and culture fit. Our unique Benchmarking process enables us to be set apart from other typical recruiting organizations. By defining expectations for job success using a data driven approach, we help companies Identify, select and develop the RIGHT Team. If you are looking for the proven path for better hiring practices, please contact us at www.integratedtalentjobs.com
Have you ever met someone who “owned the room,” as they say? That’s called presence. In that same vein, executive presence is a means to make a statement. It’s more than the physical, but includes how you speak as well as your mannerisms. After all, people make assumptions about you before you even open your mouth. Effective leaders know the importance of presence and use it to their advantage.
But why does executive presence matter? For one, if you have a solid presence, people will feel good about their interactions with you and likely take with them a favorable opinion. Like a lot of things in life, people aren’t naturally born with it. Anyone can learn executive presence. It’s a matter of putting in the time and working on maximizing strengths and minimaxing weaknesses.
Here are a few ways to affect executive presence in a wide variety of professional settings:
- Handle what you can, but delegate when necessary. The most effective leaders know their limitations and aren’t afraid to ask for help or lean on others when necessary. They know that trying to do everything well only results in failure.
- Be mindful of your non-verbal communication. Do you look people in the eye during conversation? Do you come across as warm? Do you give people your undivided attention? Are you sincere in your communication? Have you mastered the art of a firm handshake? All of these things matter and affect reputation.
- Dress for success. That means choosing the right clothes for the occasion. Casual Friday attire is not appropriate for a high-stakes client meeting. If you consistently dress too informal, in time people will start to make unflattering assumptions about you that won’t help your cause.
- Consider your point(s) of difference. What is it that makes you special and how do you flaunt it? Maybe you’re a fabulous baker or you’re great at fixing things. Blog about it or even teach classes in your free time. While it may not be related to your career, sharing your skills and talent with others helps you build a network, assume a leadership role, and unlock opportunities that might not otherwise be possible.
It’s important to know that all of us feel like imposters at one time or another. There is such thing as “faking it ’til you make it.” Having executive presence is about instilling confidence in people that you can handle things even if that makes reaching out to others for support.
Written By Toni Widman
It’s a brave new world out there when it comes to social media and HR departments. As an HR manager, you might know that your team should be involved, but you come up short when it comes to execution. The truth is that to outsiders, your social media presence is its front-facing image—and often the first point of contact with prospects. For this reason (and more), HR professionals need to take care in ensuring they are curating the best image possible.
First and foremost, it’s best practice to seek legal counsel before investing in a social media program, to avoid violating trademark law. Legal professionals can assist in the development and implementation of an online strategy that deals with issues of both protection and enforcement of trademarks.
From here, have training programs, standards and policies in place for employees, so nothing is left to chance. Employees need to have a clear understanding of how to most appropriately use social media to protect the company brand. This doesn’t end with the company’s accounts.
HR managers are best served to monitor how employees are using their personal accounts, especially when posting about the company, its leadership and fellow employees. Aside from the reputation monitoring aspect, checking in can provide insights into employee engagement, talent and potential red flags.
Speaking of engagement, there are some tried and true tips to connect with prospects and customers on a deeper level. Here are a few:
- When using a company’s social media account, use pronouns such as “us,” “our,” and “we” as to foster a consistent voice.
- Always provide something of value before posting. Keep overly promotional content to a minimum. Social media is a great venue for thought leadership and positioning your company as the subject-matter expert, not pushing products per se.
- Never refer to a customer, client, vendor, supplier, or partner without their explicit approval. Some industries are more sensitive than others.
- Give credit to other sources when posting information and never lift something. That’s plagiarism.
- Make room for error. Social media is driven by people, and people aren’t perfect. Social media will be an evolving process.
- Don’t let them go it alone. If you see a problem with how they are representing the company online, step in and use it as a teachable moment. Help employees understand not only the protocols, but the rationale behind them.
The bottom line? Take a proactive approach to identity in the social media realm from the outset and you’re less likely to have problems. The peace of mind is worth some work on the front end.
Written By Toni Widman
Thank you Indiana Bankers Association for inviting us to speak at the Inaugural Banking on Women Conference! We are happy to support the development of women in banking. If you would like to go over your assessment from the conference, please fill out the form below for a FREE 30 minute debrief.
About The Conference:
Devoted to the development of Indiana women in banking. The Inaugural Banking on Women Conference is your opportunity to unlock your potential, build confidence and help you chart a course so you can own your future! This conference, where women take the lead, encourages professional development and leadership in your bank while also promoting the importance of fostering relationships and inspiring women to reach their career goals and aspirations. Our powerhouse speakers will help you advance your decision making and negotiating processes and teach you how to deliver and apply these insights to benefit your future and your financial institution’s future.
The event will benefit all levels of staff from any financial institutions or financial services provider interested in enhancement and career growth of women in Indiana. This conference will give you the opportunity to network with other professional women and discuss similar challenges and solutions.
If there’s one universal truth in the business world, it’s that what worked for you this year won’t work necessarily work next year. It’s important then for execs (and everyone, really) to stay relevant as times change. Looking to 2018, I want to help you be successful in the year ahead. That said, here are 5 habits you should consider putting the kibosh on:
- Putting off training
Training might feel like a burden on an already full plate, but that’s not the right way to look at it. Those who are the most successful know it’s an investment in a better tomorrow. Great things can happen when you invest in yourself and your team.
- Acquiring knowledge for knowledge’s sake.
Content—and knowledge—is cheap. For example, you can read hundreds of articles on leadership, but instead of reading about how to improve why don’t you just do it? Practice beats theory any day.
- Looking for ideas in the wrong places.
A C-suite office implies attaining a certain level of authority and knowledge—among other things. But it’s not the end- all-be-all when it comes to innovation. Executives need to listen to ideas from all levels of seniority. In other words, we need to listen everywhere. Your employees are likely the best source of feedback because they are in the trenches.
- Doing more stuff.
More is not always the answer. Instead of fixating on checking off a list of tasks, focus on outcomes. Set a long-term vision and empower your team to succeed. Then give them space to do so, while offering support and guidance when needed. Micromanagement is not the answer.
- Using business jargon.
Read any article in a business publication and you’ll likely come across “business speak.” Many execs are keen to adopt this language, as it’s trendy but it can actually get in the way of communication. Cut through the clutter and you’ll do everyone a favor.
What are your goals for 2018? How can I help you hit them?
Written By Toni Widman