Leadership competencies are very important both from the point of view of the employee and the organization. They define the style of leadership, therefore they have a great influence on the culture and performance of the organization. Often, when we think of “leadership” in terms of personality, we usually associate it with charisma. Since few people are truly charismatic, you might think that just as few people can play leadership roles, which would be impossible. Leadership is not based on attributes but on behavior. It is something other than operational management, which is equally needed because it allows the organization to function efficiently. In an ever-changing world, leadership is more and more in demand. It is expected of more and more people, no matter what place in the hierarchy they occupy.
A very important element of development in organizations is promotion, which often takes place without examining whether a given employee has the appropriate competences, and if they do, whether at a sufficient level for a new role. When diagnosing the competences with the mentioned reports, we get specific data and we can set a development path, i.e. build the entire on-boarding process or succession plan, depending on the needs. Each of the reports can be adapted to the client’s needs in accordance with our methodology.
Dr Brene Brown
Impacts, inspires and guides others, developing their collaboration and teamwork skills; increases performance, builds trust and improves group relations through skillful conflict management. Creating a culture of openness and passion in an organization is a great challenge for a manager, especially if in the past the organization more often than not supported the “stars” without giving other employees a feeling of importance. The “everyone is equally important” principle is about creating a sense of security where everyone can say what they think and even question the manager’s opinion. The best ideas are born out of constructive conflict and brainstorming.
Harrison Assessments assesses all important qualification and suitability requirements in one integrated system that identifies ideal candidates and employees. It has been used around the world for over 30 years, examining the business performance of candidates and employees. It is used by companies such as Oracle, Microsoft, Toyota and many others. Thanks to Harrison Assessments, you can precisely match selected candidates and employees to the position considering their qualifications and suitability. Research by Dr Dan Harrison proves that employees who enjoy at least 75% or more of their job are 3 times more likely to succeed than employees who enjoy less than 75% of their job. By matching, we find the perfect place for the employees in the organization.
Ability to determine the expected suitability given job
A starting point for analyzing the current problems and future talent development challenges in the company
A tool that facilitates formulating strategy to improve employee performance
A way of examining what and where improvements are necessary, and measuring employee satisfaction