Category Archives: Assessments

Elements of Leadership – Part 3: The First Step Every Great Leader Must Take

Are great leaders born or made?

Take a minute to consider the leaders who have touched your life. Perhaps at a former or current workplace, a non-profit you care about, or a community organization?

Think of people you trust and respect.

Who are they? What do you know about them? Do you know their story, how they came to be the leaders they are today? How they came to earn your respect?

If you do know their story, chances are they’ve had their share of adversity and have had to make important choices along the way. They have persevered and become successful—in the broadest sense of the word—because of a strong belief in what they were doing. And despite of what others may have seen as personal obstacles or shortcomings.

Great leaders have the ability to see what is possible, often when others don’t. They acknowledge and are able to utilize their individual traits, abilities, skills and interests to make progress toward a vision of what they believe can and should be.

Then they make one first simple step. They do something, small. They choose to act, to set things in motion. Not out of ease or convenience, but out of a sense of purpose. Or need.

Whether clearly defined or subtly innate, there is a direct connection between this urge to act and their personal and deeply held values and convictions. They are aware that there are some things in life that give them energy, and others that consume it. They are aware that it costs them more energy to hold back than to be deliberate and to act.

They choose to spend this energy wisely, in a way that is purposeful and beneficial to themselves and others, that provides life and joy instead of having to be contained and carefully managed. Blaming others for injustice, problems and obstacles and contributing to maintaining a status quo is simply not an option. It costs too much.

Great leadership is rarely based solely on a rational decision. It starts with a simple step and builds momentum and strength. It results in meaningful change. Not because of the results in and by themselves, but because the achievements are inherently linked to their origins and rationale.

Great leadership can only be as long as there is self-awareness and self-development.

It begins with acquiring an understanding of your values, convictions and sense of purpose. It includes an understanding of where you have been, in order for you to be deliberate about the direction you are heading. It requires courage and determination that can only be derived from the realization that you can lead and achieve because of who you are, here and now, and an appreciation and acknowledgement of the qualities and strengths that you already inhabit. Not what you aspire to be based on the perception of others.

Embrace who you are, your strengths and values. Comparing yourself to others may be an interesting exercise, but will ultimately only be a distraction. Be proud of who you are, your background, your story and qualities. Yet be deliberate in how you use, develop and direct them.

You already have everything you need to be a great leader. Yet you have to understand and appreciate what is important to you. And decide to make the first step.

Because great leaders are born, every day. And then they are made, again and again.

 

The Power of Integrated Talent Management and Assessment Solutions

HRIS and Talent Management systems are powerful and effective tools for any business. We all know that we cannot possibly hope to manage that which we do not track and measure.

For measure we must. Not just the input and output of daily production and operations, but the most costly and valuable resource of all – our employees and human capital.

We don’t always like the idea of measuring people. Intuitively, it makes us fear losing some of that which makes us human.

But HRIS and talent management systems are here to stay. And for good reasons. Over the last few years, the development in this area has been remarkable. Increased vendor competition and technological advances have drastically improved functionality and user interface. We can now do much more, much easier and with less time and labor.

We have also witnessed a seemingly never ending wave of mergers, acquisitions and strategic partnerships within the industry.

It therefore did not come as a surprise when Halogen Software yesterday (October 29, 2012) announced a new partnership. The partner, however, is worth noticing: SHL.

Who?

SHL may not be a well-known company to many in the HR circles in the US. It may be better known in other parts of the world, especially in Europe.

SHL brandishes itself as “the leader in talent measurement solutions, driving better business results for clients through superior people intelligence and decisions – from hiring and recruiting, to employee development and succession planning.”

In other words, SHL is a global psychometric assessment provider.

Every year, SHL delivers more than 25 million selection and development assessments in more than 30 different languages. SHL provides solutions in 150 countries and maintains a local presence in more than 50 countries.

With the new partnership, Halogen and SHL promises enhanced value to Halogen customers across several key areas of talent management, including talent acquisition, leadership development, career development and succession planning.

There is no doubt that Halogen customers will be able to make better talent decisions and possibly gain a competitive advantage with the new functionality provided by the integrated assessments. Particularly within the area of selection and hiring, but also when it comes to performance management, talent assessment, succession planning, competence and leadership development.

Here’s an example: According to the Human Capital Institute (HCI), the cost of hiring the wrong person for a position has been estimated to be 1.5 to 3.5 times the incumbent’s salary. The underlying science of SHL’s assessments combined with a robust talent acquisition process can significantly reduce the risk of incurring these costs. If you were able to avoid one or two bad hires a year, the cost savings would be significant.

The use of objective assessments can also be extremely valuable when tied to your company’s core competencies, performance standards, or KPIs linked to your corporate values.

You may already use assessments for identification of high potentials, executive coaching and development, learning and development programs, management assessment processes, or the performance evaluation process.

However, if you have yet to integrate assessments into your HRIS or talent management system or processes, you’re not alone. Many companies are in the same situation, often because of lack of resources or internal expertise. If that is the case, I recommend doing one of the following:

  • Reach out to HR colleagues and ask them what they do and what is working for them.
  • Contact your existing HRIS or Talent Management software providers to check if they recommend or have a partnership with specific assessment providers or solutions
  • Contact Corporate Elements or another trusted talent management consulting organization.

It is worth exploring. Assessments can add additional value to your existing HRIS and Talent Management systems and processes, and there is a proven return on investment. Assessments can also be an effective tool to reduce liability by adding objective criteria to your recruitment and development initiatives. And, whether you deploy assessments as an integrated feature in your HRIS or as a separate solution, it will prove to be a valuable and effective tool in the management of your most valuable resource.

 

About Ole Rygg, MA, PHR, CTC:

Ole is an independent talent management consultant, executive coach and strategic business partner who has been  providing consulting and training services to businesses, non-profits, and government organizations since 2002. He is the president and founder of Corporate Elements (http://corporateelements.com), a leading provider of executive coaching, talent management, organizational development and productivity improvement products and services. Corporate Elements partners with you to provide the manpower, experience and cutting-edge expertise you need to reach new goals and operate to the full potential of your business.

You may contact Ole via email at ole@corporateelements.com or by phone at (218) 329-0836.