assessment -

24 January , 201419 January , 2014

What do different sales roles actually do?

My background is primarily in sales, and so it pains me to hear more and more often that a super sales guy has been promoted to Sales Manager and then has left the company three to six months later.

To my thinking this is just sloppy management by the company, and probably sloppy career planning by the new manager that leads to the exit.… Read more

2 December , 201316 November , 2013

8 things to look for in an internal hire

In my previous company, I perceived it was easier to be hired if you weren’t an internal candidate and I’ve written about this recently.

You may be surprised to hear this, but we knew almost everything about internal candidates, and typically just their failures and mistakes tended to surface in the discussions. External candidates were all upside; internal candidates had upside potential but their downsides were all to visible.

2 November , 201313 July , 2023

DISC preference profiling tool

The DISC model is a behavior assessment tool primarily utilized in organizational settings. Its purpose is to provide a comprehensive understanding of an individual’s behavioral preferences and styles. It stands for Dominance, Influence, Supportiveness, and Conscientiousness.

Dominance (D) Individuals with high D traits are confident, goal-oriented, and decisive. They love challenges and are often competitive, preferring to lead rather than follow.

2 November , 201316 November , 2013

TEAMS profile tool

The TEAMS profile tool is an excellent corporate resource for team development, the results of The TEAMS Profile from Lifeskills Enrichment will give leaders the information required to understand the role preferences of their team members and to strategically place each person in their best position to maximise their effectiveness.

The profile will increase team members’ understanding and appreciation for the different necessary roles within each effective team, each other’s talents, preferences, communication style, leadership qualities and challenge areas.

4 April , 20131 April , 2014

8 proven Great Manager behaviours, and 3 Must Avoids

I admire much of what Google does, and have interacted positively with the intelligent bright engineers they attract.
Their size and engineering approach- everything empirically proven – has created a wealth of data. And now some of their HR data has surfaced. Highlighted in an HBR article, Google have attempted to prove empirically the value of a good manager. In a data driven way comparing the data driven performance of great and poor managers (as assessed on their internal assessment- discussed below) Google was able to show a significant (Greater than 99% confidence) the significant benefit of having good managers.… Read more