Personality Psychology

PI Behavioral Assessment™; certified in the European Federation of Psychologists

August 9, 2019 / By / HR Management, Personality Assessments, Personality Psychology, Predictive Index, Talent Management / Leave a Comment

The Predictive Index Behavioral Assessment™ helps clients to decode the core drives of their employees and offers insights into their needs, likely behaviours, motivations and areas of development. This unbiased knowledge helps clients to hire, retain and develop the best people for their business, and drastically improves understanding, communication, and collaboration within teams.

The Predictive Index, Behavioral AssessmentThe PI Behavioural Assessment is firmly rooted in – and supported by – science. As a PI Certified Partner Company, Predictive Advantage are therefore proud to share the exciting news that the Predictive Index Behavioral Assessment™ has recently been certified by third-party reviewers from DNV-GL, providers of assessment and risk management services according to third party standards across a variety of industries. …

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Influencing people at work

The power of persuasion: building influence in the workplace

August 9, 2019 / By / Business Strategy, Leadership, Personality Psychology / Leave a Comment

Have you ever wondered how some people seem to be able to persuade others to do anything? It can be awe inspiring to see this particular skill at work, but there are simple techniques that you can apply that will help you to build influence quite easily. Certainly some seem to have innate ability in this area, but there are plenty of influencers out there who have had to work on their powers of persuasion.

Here are some quick tips on how to build influence in your workplace: …

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Making teams work like legendary Basketball Coach Pat Summitt

August 12, 2019 / By / Leadership, People Management, Personality Psychology, Predictive Index, Talent Management / 2 Comments

Sadly, Pat Summitt passed away in June 2016 after a courageous battle with early-onset Alzheimer’s. After 38 years as a successful basketball coach, she leaves behind a legacy of creating winning teams.

Under her leadership, the Tennessee Lady Volunteers basketball team never had a losing season. Pat Summitt accrued over 1098 career wins, the most in the history of National Collegiate Athletic Association basketball. Sporting News placed her at number 11 on a list of the 50 Greatest Coaches of All Time in all sports. Pat was the only woman on the list.

Pat Summitt elicited a consistently high performance from her team under pressure, the kind that all leaders – in sports or business – crave. She created success in a sport where teamwork is paramount, and her team had the greatest respect for her.

So, what lessons in leadership and team building can managers take from this winning coach? …

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3 Ways to Keep your Workforce Motivated in Times of Change and Uncertainty

August 12, 2019 / By / Human Capital, Leadership, People Management, Personality Psychology, Talent Management / Leave a Comment

3 ways to keep your workforce motivated in times of change and uncertainty

All business have to be flexible to survive the constant flux going on in and around them. We all know that change and uncertainty are inevitable on some level, but do we all know how to handle it?

Some people enjoy a constantly evolving work environment, however not all employees or even leaders share the same levels of enthusiasm.

Uncertainty for some can be a nightmare: Routine goes out of the window, jobs can look insecure, familiar faces might be replaced, and as a result of countless similar factors, some employees are left feeling lost at sea with no captain.

So, as a business owner, leader or manager, what do you need to do to help your crew get through turbulent times? …

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Positive and Negative: The Power of Mindset in the Workplace

March 18, 2016 / By / Human Capital, Leadership, People Management, Personality Psychology, Talent Management, Uncategorized / Leave a Comment

Have you ever considered the incredible effects of mindsets on the ways in which our brains operate? Recent research is quite fascinating; in short, we can apparently change the way our brains work on a physical level, simply by altering the things that we think and talk about! On one level, this is amazing, because simply by practicing gratitude, we can rewire our brains for positivity.

On another, it is quite alarming: We all know how easy it is to slip into a cycle of negative thinking, and according to some researchers complaining could actually be killing you through the stress you generate. Worrying, right?

Even if you think that this sounds a little far-fetched, there are some important things that we can take away from the research. One particular aspect that struck me, and one that psychologists agree on, is that negativity breeds negativity, both in yourself and others. If this is the case, how does it translate to the workplace?

Morale and Engagement

Whilst a whingeing session with colleagues may feel cathartic, it

Diversity and personality in the workplace

Diversity + Personality: The Formula for High Performing Teams?

March 9, 2016 / By / Human Capital, People Management, Personality Psychology, Talent Management / Leave a Comment

We live in a global and multifaceted society. A fact that is not only mirrored, but often actively encouraged in a business environment. Undoubtedly, your teams will be made up of people from different racial, ethnic and cultural backgrounds.

Managers generally strive to gain a team with individual thinking, innovative spirit, high productivity and more open-mindedness from this approach. This is based on the recognition that every person is unique. Our points of reference are shaped by external factors such as our demographics, experienced parenting styles and educational opportunities. These in turn influence the way we think and feel; they present the variables in our make-up.

Researchers generally agree that a team pooling a broad scope of perspectives, experiences and attitudes is better equipped to tackle complex problems and successfully meet challenges. In his book The Difference: How the Power of Diversity Creates Better Groups, Firms, Schools, and Societies, the social scientist Scott E. Page argues that

Unhappy employees - it could be you

Unhappy Employees? 3 Questions To Ask Yourself

March 9, 2016 / By / Human Capital, Leadership, People Management, Personality Psychology / Leave a Comment

Are you wondering what you can do about disengaged and unhappy employees? Good news! You’re not alone: 87 percent of organisations across the world cite company culture and employee engagement as their top challenges. The bad news is, with more than 71% of employees across the world not fully engaged, it can feel like something of an uphill battle when you’re trying to make a difference.

Fortunately, one of the first things that you can do is very simple (if a little uncomfortable): Start by looking at yourself as a leader, and ask a few probing questions…

So here goes:

1. Do you think you’re a good listener?

A lot of us believe ourselves to be GREAT listeners, when in fact we are just good at hearing what people are saying to us, then responding in a vaguely appropriate manner whilst simultaneously splitting our attention between five other things.

‘But that means I’m good at multi-tasking!’ I hear you say. Not quite. It means that your employees are trying to communicate with you, and you are not giving them the response or thought that they really need. Next time someone comes to talk to you, try to focus on what they are saying, and think before you respond; they will feel more valued, and you will have a better idea of what is going on around you!

2. Are you in control, or just controlling?

Delegation. Everyone shouts about this, time and time again, but have you ever truly taken it in? Try to remember that you have employed your people for their various talents, and these are more than likely going to be talents that you do not possess yourself; at least not to the same degree that they have trained for.

Micromanaging your employees will only irritate them and cause you more hassle. Let your teams do their jobs, and have a little faith. With more autonomy, you will be astounded at what they can do.

3. How often do you say thank you?

Gratitude costs nothing – A clich