Find and Select The Right Person For The Right Job
And For Your Team
The Gallup Organization studied 1.8 million managers and employees in order to determine the factors that determine the best managers. They looked at how great managers develop people, how they motivate people, how they find the right fit for each person, and how they keep good employees. The findings of their research1 indicated that the key to excellence in management is to focus on the importance of identifying and managing individual TALENT among employees.
"Talent" is a concern of all companies, and is rapidly becoming the focus of the innovative leaders who are looking to grow their market shares. In The Talent Solution2, Gubman reports research conducted on several Fortune 50 companies. He determines that the key to the success of large corporations is their ability to align "the strategies and people to achieve extraordinary results." He focuses on TALENT as the key to this process.
The Gallup Organization determined that talent is the result of an individual's unique "set of filters." A filter is a way of selecting out relevant information from all incoming stimuli. Each individual takes in information from the outside world into their brains. This information comes in all at once, but it is impossible to absorb and act upon all incoming stimuli. So the human brain processes and selects the incoming data. EACH INDIVIDUAL PROCESSES AND SELECTS INCOMING DATA DIFFERENTLY. The unique combination of how an individual processes and selects incoming data comprises his/her unique TALENT PROFILE.
Given Gallup's determination that talent is the result of an individual's unique set of filters, the question is, how do you find the set of filters that subsequently determines each individual's talent? Then, once determined, how do you utilize this information to work best with individuals and the teams to which they belong to enhance productivity, efficiency and bottom line profits?
The key to managing an individual's talent is to determine:
(1) Which components of their talent should be emphasized and employed in any given situation, and
(2) How each individual's unique talent profile interacts with the profiles of his/her team members.
While it was clear that talent must be identified and managed, no one had developed a method for HOW to do this.
Professional Impact, Inc. studied this problem long before the word "talent" became popularized by the media. Through research conducted at facilities such as Harvard, Berkeley, and the University of Manchester, it was determined that there are, in fact 28 filters that serve as the critical components of an individual's talent. More importantly, these filters are measurable.
Introducing:
Now you can get precise personnel assessments while eliminating the costly risk of human error. The PERSONNEL TALENT PROFILE provides strategic information that allows you to evaluate your employees for the specific goals of your practice. The PERSONNEL TALENT PROFILE takes the guess work out of management - saving you time and money. The profile can be administered and analyzed by the Professional Impact team or we will train you and your practice manager.
The PERSONNEL TALENT PROFILE is the only assessment instrument that allows you to:
Clone your best performers by selecting employees who most closely match their personal
and professional characteristics
Know how to lead individual employees before you ever meet them face-to-face
Recognize who will best work alone and who will be your team players
Predict which employees will be most successful in your current training programs
Maximize the efficiency of your restructuring program by choosing the best employees to keep,
move or let go.
Predict which employees will work best with each other
Assign employees to the team leader that is best suited to lead them
Identify and correct team dysfunction and interpersonal conflict
Predict potential problems before they occur (for individuals as well as entire teams)
Design and create efficient team structures
Develop teams as highly efficient, coherent units
Seamlessly integrate new team members
Motivate the team the way THEY need to be motivated
Identify key players for leadership roles
Recognize who is best suited to see a job through to completion
Develop individuals with the greatest vision and creativity
Know who is best assigned to repetitive tasks
Distinguish the "project completers" from the "project initiators"
HOW IT WORKS:
You designate the job requirements of the position you want to fill
We administer The Personnel Talent Profile to you and all members of your team
(OPTIONAL) to establish a map that the candidate must fit
We write the ad to be placed in your local newspaper
You collect the resumes that come in through your fax machine
You screen for experience and meet those candidates whose resumé "fits the bill"
You select candidates for our assessment
We provide you with a recommendation for hire or rejection
If you hire the candidate, we provide a report outlining the specific filters of your new hire, how to best work with him/her, and specifically how to communicate for maximum productivity.
1 First, Break All The Rules. Buckingham, Marcus & Curt Coffman. Simon & Schuster: New York, 1999.
2 Edward L. Gubman. McGraw-Hill: New York, 1998
