Beyond that, application modules apply at this level to align work processes towards increasing velocity and business value output. The organisation can do only what its teams are capable of. Which is why we begin at the individual level and scale up.
Building the internal capabilities to innovate, produce, engage employees, and realise business synergies in pairs and teams means that a Herrmann-powered organisation will have those same capabilities, without the need for consultant support. Cognitive Diversity forms the Building Blocks of Business Our applications help your team leverage diversity of thought to add velocity and effectiveness at scale. Understanding yourself, and by extension others enables people to rapidly improve their communication skills.
This includes:. This comes as a standard part of the app. The idea is that you can show your profile to someone and they show you theirs. Compare and understand each other better. They can assist in finding and providing insights into individuals skills, knowledge and personality traits. They are often heavily used for recruitment and selection programs and are often ideally suited to provide useful data for the management of teams and team building programs.
Leadership development and ultimately success in all types of organisations. These tools are also often used in individual and executive coaching programs as a tdool for developing self awareness. There are many psychometric tests available in the marketplace and these focus on a range of specific areas including but not limited to:.
It is primarily utilised for the selection, on-boarding and ongoing managing of sales people, account managers and associated teams. This enables the evaluation of an employee or prospective employee relative to the qualities required to perform a specific sales role successfully in a specific organisation. It also predicts on-the-job performance in seven critical sales behaviours: prospecting, call reluctance, closing the sale, self- starting, teamwork, building and maintaining relationships, and compensation preference.
It is used all through the employee lifecycle for recruitment, selection, on-boarding, management and strategic workforce planning. This is very relevant when this can impact their fit with their manager, coworkers, and team. We use it primarily for motivating and coaching employees, as well as resolving post hire conflict and performance issues.
The Genos model shown below comprises a set of emotionally intelligent workplace behaviour competencies. Competencies represent skills and behaviours, based on underlying abilities and experiences, that are measurable and observable.
The six emotionally intelligent leadership competencies of the Genos model capture the skills and behaviours that manifest from emotional intelligence abilities. There are many more Psychometric tests and assessments available in the market. We only use valid and reliable tools that have a demonstrated positive impact in the workplace when used effectively. The important question when comparing Psychometric Tools is not really which one is better than the other but rather which one is the right solution for the challenges you are trying to address.
In our experience the HBDI is a valid and reliable Psychometric Tool that resonates with individuals in the work place and is easy for individuals to adopt.
It has enough complexity to deal with the real world without overwhelming individuals and teams. Free Consultation. Our guide to the HBDI. The most powerful team tool in the market today! Interested in HBDI? Request a Free Consultation. Herrmann was a physicist by training who spent much of his career working for General Electric as a manager. This leads to improvements in: — Decision making — Problem solving — Communication, and — Leadership effectiveness The survey measures preference not skills.
Tim is also strong in Red and Green with a people focus and a desire to be organised and structured. Tim is not so keen on facts and the details. Interested To Learn More? Speak to CF's Today. What do the coloured quadrants mean? Share a situation when you were in the minority 3. Describe a time you witnessed discrimination 4. What makes you different? Describe a time you experienced prejudice 8.
Where do you see prejudice? How do you respond to jokes that are demeaning or derogatory? A time you felt like an outsider and how you dealt with it An instance when someone went out of their way to make you feel included? A time you went out of your way to make someone feel included? A time you shared an unpopular idea Describe a time you felt lonely in a big group of people Why do you seek out people similar to you as friends?
Do you feel your friends are more similar or dissimilar to you? With the Community Puzzle , have players illustrate a blank puzzle piece with colors, shapes, patterns, pictures, or designs that represent an aspect of themselves. Have them present and explain their puzzle piece illustrations to the rest of the group.
Choose a favorite deck of photographic cards and have participants choose a card that uniquely…. In fact, photographic card decks have endless possibilities! For this non-verbal activity, all you need for this one is a deck of cards.
Before beginning, explain to the group that you will be handing each participant a card and they are not to look at their own card. Without using verbal cues, participants will treat each other based on the value of the card.
For example, if a person has a high value card, you may want to bow or if a person has a low value card, you might want to snub them. Hand each participant a card. Explain that, when they are told, participants are to put their card on their forehead without looking at it.
When everyone has a card, have the group put the cards on their foreheads. Let the group mingle for 3 to 5 minutes for a large group, you might to add a few extra minutes. After a few minutes of mingling, have the participants form groups based on what they think the value of their card. High cards on one side, low cards on the other and middle cards in the middle. Once each group is formed, participants may look at their cards. Low card? Middle Card?
Low cards? Middle cards? How were they treated? How do we treat people that we do not know how to value?
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