Have you considered making a career change? Or wanted to pick up a new skill, but are unsure where to…
Who makes a good fit for your organization? Just as no single trait defines an individual there is no single trait that defines a role or an organization. However, there may be a few traits that could be an indication that someone is a strong candidate.
While unicorns may only exist in our imaginations, when used responsibly, personality assessments are a fantastic tool to take the guesswork out of your hiring process.
Succession plans can provide peace of mind about the organization’s current and future talent pool, help plan for operational activities, and stay aligned with strategic objectives. When executed correctly, they can help organizations focus on short, mid, and long-term workforce planning strategies.
Failure is proof that you’re trying and reaching for something greater than yourself. Stop making success the objective and realize that the value we generate in our lives and careers has less to do with achieving wild success and more to do with the knowledge and experience we gain over time.
Life lessons can come from unexpected places. Who do you look to for guidance in your professional (and personal) life? Is it a family member, a colleague, or the 8th best music artist of all time (According to Billboard Magazine)? Regardless of who, find someone who you trust and who aligns with your values and goals.
Some of the most successful Talent Stacks come from mixing traditional learning with personality traits and lived experience. Read how Dr. Frank Merritt’s unique talent combination led to the birth of TalentQuest.
You may be wondering what could possibly be inspirational about a well-designed competency model. When leadership gets behind them, they can be the foundation for positive cultural change and the fuel for organizational growth!