I wanted to pass along this very interesting article that reinforces what I have always said about the importance of emotional intelligence and interpersonal skills. I think most of us inherently know this is true – but it is nice to read an article that can articulate what makes a person “employable”. Even more important isn’t getting employed but staying employed!
The Hogan Assessment is truly very powerful. Please reach out to me if you are interested in learning more about how you can use this assessment tool in your organization.
ImpactHR is pleased to announce that Jennifer Leonard is a member of the Hogan Coaching Network.
The Hogan Coaching Network is a group of independent experts who are well-versed in the Hogan instruments and who are at the cutting edge of the leadership development industry. They are trained to meet the increasing demand for scientifically based professional development services. All HCN coaches are carefully vetted to maintain the highest standards clients expect.
So, many people ask….why would an already successful leader need an executive coach? Good question! Well there are many benefit to having a coach. Here are just a few that I think are important….
To create “balcony time”….when is that last time you had time to sit back (on the balcony) and ponder the strategic future of your company, your function or even yourself as a leader or individual? Rarely do executives have the time built in to their schedules to think on their own about their future, and maybe more importantly to reflect on where they have come from, and what they have learned. Some say allowing the time for “blue sky” thinking is critical to the longevity and success of both leaders and organizations.
Is it lonely up there? If you are a senior leader chances are you aren’t getting the honest and open feedback that you need for ongoing personal and professional development. Honest and open advice and guidance are tough to find when you are at a high level. Having a coach who can provide you a fresh and honest perspective can be life changing.
An investment in yourself. Time spent with a coach is really an investment in a great resource. Leaders tend to think of watering all of the flowers around them but forget to focus at all on their own needs. While it is great to be generous with your team it is also critical to ensure you are growing and learning along the way. An in-person coaching session allows for reflection and feedback that you just can’t get from a book.
To say all those things you are thinking about. As people, we are constrained all the time by what should be spoken out loud or how others would expect us to act and think. Giving yourself the freedom to think and speak, without any fear of upsetting others, can unlock powerful and life-changing ideas. A coach listens without judgement and encourages you to think with constraint.
To keep things in perspective and create balance. We all have good intentions to leave work on time or exercise more – right? Frequently though our work (and home) routine gets in the way and we rely on “willpower” to drive us to do things that we know are important. Your time spent in a coaching session can provide that quiet space away from stress. The sessions will also enable you to work with a partner to motivate and strengthen your commitment to practicing those things that you enjoy and help your positive emotions flourish.
According to iPEC, the E-Factor™ is a conclusive indicator to determine success in work and life. Easy to determine, the E-Factor utilizes the Energetic Self Perception Chart quantified by the Energy Leadership Assessment.
iPEC’s latest research shows that people with higher E-Factors are more satisfied with all aspects of their lives and the findings further suggest that these people are thus able to engage in their activities and relationships with more energy and passion.
On the other hand, the study also explains the danger of employees whose E-Factor falls into the catabolic range and thus creatse workers who are not engaged. iPEC warns that if these employees are are managers, directors, or executives their catabolic disposition has an even greater ripple effect on those they lead.
The statistics are eye-opening. iPEC sites statistics from Right Management that 84% of employees say they plan to look for new jobs in 2011 – up from 60% in 2009. Now, only 5% say they definitely intend to remain in their current position. Are your employees engaged? Isn’t it time you found out?
Have you ever wondered why connecting with some people is easier for you than with others? Maybe you’ve noticed that you relate better to colleagues who focus more on creating momentum and inspiring others. Or, maybe you’re more comfortable working with those who take a spontaneous, energetic approach than those who work at a steadier, more cautious pace. And, perhaps you relate best to people who are more expressive than restrained.
The DiSC model is a simple tool that’s been helping people to connect better for over 30 years. The individual assessment report provides a wealth of information about your workplace priorities and preferences. In addition, you’ll learn how to connect better with colleagues whose priorities and preferences differ from yours.
Keep in mind that all DiSC styles are equally valuable and everyone is a blend of all four styles. As well, your work style is influenced by other factors including life experiences, education and maturity. In the end understanding yourself better is the first step to becoming more effective when working with others!
People who know MBTI® and DiSC® agree that they both are valuable
learning tools. But to select the best tool for the job, you need a
clear understanding of the organization’s goals.
So when do experienced users prefer DiSC? This flyer highlights the three situations when DiSC is the clear choice.
Read our May 2011 Newsletter focusing on The Team Diagnostic Assessment and the 14 Factors for Successful Teams.
A team is a living system, more than the sum of the individual parts. The system itself exerts tremendous influence on “what” gets done and “how” it gets done. The Team Diagnostic Assessment is a state-of-the-art instrument which measures a team on two axes: the team’s perception of its productivity and the team’s perception on its positivity strengths.
Teams are the engines that drive successful organizations. Teams produce results that individuals simply can’t, acting alone. Today, the workplace is a maze of nested teams: intact, cross-functional, project, virtual – and the pressure is on teams to form, perform and reform at an astonishing rate. The Team Diagnostic Assessment is a state of the art instrument, based on a proven model that defines the necessary strengths for high-performing, sustainable, inspired teams. Click here for more details: Team Diagnostic Assessment Overview or view our Team Diagnostic Assessment Flyer here.
While safety training certainly helps, what organizations need are employees who think and act safely in the first place. Hogan assessments can give you insight into your employees personality and behavior which in turn will have a significant impact on an organization’s overall safety and bottom line.