Category: Talent management

The Yin and Yang of Talent Management

Featured in Training Journal The modern strengths-based approach to managing people has been around for nearly 20 years, although many of the central principles and ideas were first introduced by management gurus like Peter Drucker and Dr Bernard Haldane long before this. The central premise is

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Why Many Work-based Assessments Will Fail the Test

According to a recent article in Harvard Business Review, more than 76% of organisations use assessments tests (mainly personality and ability tests) when hiring and this figure is expected to climb to 88% over the next few years (Chamorro-Premuzic, 2015). Using assessment for development purposes,

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Strengths based coaching accelerates performance

Strengths-based coaching is now one of the most used coaching methodologies in business today. This reflects a growing appreciation of how strengths-based coaching significantly contributes to successful coaching outcomes – including higher levels of positivity, engagement and sustained peak performance. >> See how strengths based

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How to ace tough feedback conversations

Many managers and leaders struggle with tough feedback conversations. They don’t like criticizing people and worry about undermining their relationship and the motivation of the employee if they deliver tough feedback. This often means they end up falling into one of the following traps: Avoidance –

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Which is more important for excellence – passion or perseverance?

Increasingly passion is being highlighted as a key ingredient for success at the individual, team and organisational levels. In today’s rapidly changing business environment, companies need passionate people who can drive outstanding and sustained performance improvement. According to recent research by Deloitte, up to 87.7%

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Five tips to banish appraisal dread

iMEDIA CONNECTION published Five tips to banish appraisal dread >> Formulaic, time-consuming and often rushed, is it any wonder two-thirds of organisations feel the current approach to appraisals is in need of review? The bureaucracy and tedium surrounding existing processes has driven high-profile management consultancies

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