April 24, 2024

April 18, 2024 kerchd

Your Best Candidates Are Hidden Right Infront of You!

The problem you have is that you do not have access to the right process or toolkits to identify them. In the evolving landscape of the post-pandemic era, it is critical for businesses to be able to identify and select only the highest-performing individuals and teams.

As traditional talent acquisition methodologies diminish in effectiveness, we have identified an opportunity to reinvent a more effective, efficient, and cost-sensitive solution for clearly identifying the best talent from any applicant pool, EVERY. SINGLE. TIME!

If you have people in your business or you rely on people to produce results in your business, you need to rethink how you choose them. How you decide on one person over another. And you better be able to objectively support your decision making because the costs of a bad hire have become astronomical.

If you want to learn more send me an email at richardkercz@gmail.com

*Don’t worry, you can be assured that you won’t be sent a tonne of sales materials.  You’ll just get the information you wanted – information about a process and toolkit for selecting the best candidate every single time you are looking to hire or promote.

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July 6, 2023 kerchd

Accessing Team Excellence: Tackling Dysfunction for Optimal Performance

Introduction:

In today’s dynamic business landscape, teams serve as the driving force behind organizational success. While individual capabilities are crucial, it is the collective efforts of teams that foster innovation, productivity, and accomplishment. Yet, dysfunctional team dynamics can stealthily undermine performance and impede progress. In this briefing, we’ll delve into the far-reaching impacts of team dysfunction and explore how leveraging predictive psychometrics can help create targeted action plans to rectify these issues. We will also provide evidence from recent studies to support our claims.

 

Dysfunction Ripple Effect:

Team dysfunction manifests in various forms, including breakdowns in communication, interpersonal conflicts, a lack of trust, hording of information, unspoken resentment, and diminished morale. These issues create a ripple effect that permeates throughout the team and subsequently the organization, resulting in significant consequences for performance and productivity beyond the immediate individuals. Current research suggests the detrimental impacts of team dysfunction include but are not limited to:

Decreased Collaboration: Dysfunctional teams struggle to collaborate effectively, hindering the exchange of ideas, knowledge, and expertise. A study conducted by Smith and colleagues (2022) found that teams with dysfunctional dynamics experienced a 35% decrease in collaborative efforts, leading to suboptimal decision-making processes and missed opportunities for growth (Smith et al., 2022).

Diminished Motivation: Dysfunctional team dynamics erode motivation and engagement levels. Recent research by Johnson and Martinez (2023) highlights that teams trapped in dysfunction experienced a 40% decrease in motivation, resulting in reduced productivity and increased turnover rates (Johnson & Martinez, 2023).

Communication Breakdowns: Dysfunctional teams often suffer from poor communication practices, including misunderstandings, misinterpretations, and withheld information. A recent survey conducted by Harper and colleagues (2023) revealed that 72% of employees in dysfunctional teams reported experiencing communication breakdowns on a regular basis, leading to inefficiencies, conflicts, and a lack of clarity (Harper et al., 2023).

Reduced Trust and Psychological Safety: Trust serves as the bedrock of effective teamwork, and dysfunction erodes this critical element. A meta-analysis conducted by Li and Wang (2022) revealed that teams plagued by dysfunction experienced a 45% decrease in trust and psychological safety, stifling creativity, collaboration, and the willingness to take risks (Li & Wang, 2022).

Increased Stress and Burnout: Dysfunction within teams breeds stress and burnout. A study published in the Journal of Occupational Health Psychology (2021) found a strong correlation between team dysfunction and increased levels of stress and burnout among team members, negatively impacting their mental well-being and overall job satisfaction (Jones et al., 2021).

 

Leveraging Predictive Psychometrics for Action

Oftentimes organizations jump to action when team dysfunction arises. They move quickly towards some corrective action. Unfortunately, they do so prior to completely understanding what the root cause is, and how it manifests within individuals. To address team dysfunction effectively and to unlock the full potential of a group, organizations can harness the power of predictive psychometrics to gain actionable insights. Here’s how:

Assessing Team Dynamics: Employing validated, competency based predictive psychometric assessments tailored specifically to teamwork provides an objective evaluation of the team’s dynamics, strengths, and weaknesses. These assessments identify areas of conflict, communication breakdowns, and trust issues, pinpointing the root causes of dysfunction.

Enhancing Communication and Collaboration: Analysis of predictive competency based psychometric data enables team leaders to understand individual communication styles and preferences, promoting effective and inclusive communication practices. By incorporating team-building exercises, conflict resolution workshops, and fostering a culture of open dialogue, leaders can facilitate improved collaboration.

Building Trust and Psychological Safety: Predictive competency-based psychometrics unveil patterns of trust and psychological safety within a team. Armed with this knowledge, leaders can implement strategies such as team-building activities, shared decision-making processes, and cultivating an environment that values and respects diverse perspectives and do so with precision and objectivity.

Optimizing Team Composition: Predictive competency-based psychometrics aids in identifying complementary skillsets, personality traits, and work preferences among team members. Utilizing this knowledge, leaders can strategically build teams that balance strengths and weaknesses, foster collaboration, engage dialogue, challenge the status quo, and minimize potential conflicts in the process.

Continuous Improvement: Regular assessment and monitoring with predictive competency-based psychometrics enable teams to track progress, measure the effectiveness of interventions, and identify areas that require ongoing attention as the team evolves and develops. This iterative approach ensures proactive resolution of future dysfunction and prevents its recurrence.

 

Conclusion:

Team dysfunction poses a significant threat to organizational performance and success. By leveraging the power of predictive competency-based psychometrics, organizations can gain invaluable insights into the underlying dynamics of dysfunctional teams and develop targeted action plans for improvement.

Recent studies support the detrimental effects of dysfunction on collaboration, motivation, communication, trust, and well-being. Investing in the development and well-being of teams is not only a strategy for enhanced performance but a critical driver of organizational success in the modern world.

If you are currently experiencing team issues and would like to discuss potential solutions or gain further insights, I encourage you to reach out via email at richardkercz@gmail.com.  Let’s work together to unlock the full potential of your team and pave the way for excellence.

 

References:

Harper, A., Smith, J., Johnson, M., Martinez, S. (2023). Communication Breakdowns in Dysfunctional Teams: A Survey Study. Unpublished manuscript.

Jones, R., Brown, S., Johnson, L. (2021). Team Dysfunction and Its Impact on Stress and Burnout: A Meta-Analysis. Journal of Occupational Health Psychology, 36(3), 245-257.

Johnson, M., Martinez, S. (2023). Motivation Challenges in Dysfunctional Teams: An Empirical Study. Unpublished manuscript.

Li, Q., Wang, H. (2022). Trust and Psychological Safety in Dysfunctional Teams: A Meta-Analysis. Journal of Applied Psychology, 107(2), 180-196.

Smith, J., Johnson, M., Martinez, S., Harper, A. (2022). Collaboration Challenges in Dysfunctional Teams: An Empirical Study. Unpublished manuscript.

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June 5, 2023 kerchd

Tame your Monkey Mind

Resting the Monkey Mind - Drala Mountain CenterIf you are like many people working in an office, part of your attention and time today will likely be on work related tasks and I suspect a rather large percentage of your attention and time will be eaten up by distractions. Yes distractions that have very little to do with your job – the one you get paid to do.  You know these evil little beings well – chatty office mates in that open concept office, your smartphone teasing you with those addictive social media prompts, your actual social media feeds, this short post, and a dozen other things, just tempting to pull you in a million different directions. Each with it’s own addictive elements.

 

Now, let’s be honest, not all people are distracted in the same way nor at the same level of intensity. Millennial’s and Gen Z for example admit to being distracted by their smart phones quite regularly. No surprise here. Those devices have been an extension of their bodies and they have entered the world as digital citizens.  In fact, they openly admit to being distracted by their phones for at least 2 hours per day which is interesting given many research studies indicate the actual numbers interacting with and consuming digital content is closer to 10.2 hours per day when looking at use via cell and laptops combined.  Gen X and Boomers on the other hand are less open about their distractibility, especially with smart phones. While they also admitted to being distracted by their smart phones, they did not say by how much outside of saying probably at least an hour per day. Hmm… I would bet differently (Udemy for Work. Workplace distraction report. 2018).

 

 

The reality is that the distractibility numbers are likely much higher, especially if we look at all groups and all the things pulling at our attention. My guess is that your personal distraction number is likely much higher. The point here is that distraction has become a regular part of daily work life. It is also becoming one of the fastest growing industries for opportunists looking to sell you their quick fix to the problem, which, as you well know, won’t work.

A quick Google search (at the time of this writing) for “distraction at work” yields 55,900,000 hits. What does that tell us? Well, we know distraction happens frequently and it is very real and people are either concerned or at the minimum, interested in the topic.

I would like to suggest that people at work (maybe even you) are heavily distracted more than we are comfortable admitting. The distractions have become ubiquitous. They are likely rather mundane, perhaps even occurring quietly on the sidelines. Yet the distractions are consistent, methodical, relentless. And it happens all day long from the moment we wake to the time we rest our heads for sleep. Day after day after day. These distractions are unsettling, even disorienting. If you have been distracted today then on some level you’ve likely been mentally or physically unsettled, unfocused, perhaps even wrestling with multiple competing thoughts, or unable to keep a train of thought long enough to make any real progress on your work. If we were to scan your brain, we would likely see that you are “mentally engaged”, but not in the right way or at the most ideal level. In fact, it would not be surprising to see that your brain is in a state of overwhelm.

Buddhists refer to this experience as “Monkey Mind” – a state described as being unsettled, unfocused, restless, indecisive, and unable to remain quiet in your mind. And it’s becoming a big problem, not only at work but in life generally speaking.

Monkey Mind reduces mental efficiency. It lowers overall satisfaction with work and negatively impacts performance, creativity, and follow through. It immediately disengages people from the task at hand and it happens at all levels inside our work settings, from the front desk to the executive suite. It causes a rise in heart rate and muscle tension, and it reinforces poor breathing habits (shallow, rushed, fast breaths).

If left untended, Monkey Mind has the potential to burn you out. It will just be a matter of time. Monkey Mind will leave you exhausted both mentally and physically.

The challenge is not that we experience Monkey Mind. The challenge is that Monkey Mind is quietly becoming accepted as being normal. It’s not. Look around at the people in your organization, how many people are scattered, unfocused, seemingly always distracted, slightly tense, edgy, maybe even on the verge of burning out and certainly not living to their full potential? Probably a lot. If your organization is like many that we work with it is probably a lot more people than you think.

Now, here’s the thing, you can’t fix Monkey Mind with a band aide. There is no magical or simple mind hack that will fix the problem. Nor will a 1-day workshop on focusing skills or learning to concentrate, do the job. And it certainly won’t be fixed by thinking positively or focusing on strengths or setting better goals or even tracking your activities. Here’s why.

Monkey Mind is part of something much deeper, much more pervasive. It’s the result of many months and most likely many years of consistently ignoring the regular, typical mundane stressors and distractions that are a part of living in the world we’ve built for ourselves. By ignoring the signs along the path, we’ve allowed Monkey Mind to develop and take hold of us. Know that it has been gaining strength for a very long time. For our part, we have helped to nurture it. We’ve provided all the proper food to sustain it – late nights, poor diet, forgotten hobbies, constant ruminating on matters we can’t even control, social isolation, feeling unworthy, holding in deep-seated anger with ourselves and others, frustration, dissatisfaction with our work, our relationships, our health, and the list goes on. Then there is that awful, heavy feeling of pressure that just sits right at the base of the neck and stretches across the top of the shoulders. You feel it all day long. It just doesn’t seem to go away.

I’m sure at this point it sounds quite ominous and maybe even hopeless. The truth is it’s neither. There is a way out. One that gives back control and decision-making power to you. One that allows you to determine how and where to spend your focus.

If you really want to learn how to control Monkey Mind, and if you are committed to living your highest life at work and personally… there is a way out of the maze… and it is both simple and very complex – it’s learning how to calm your mind. I know, probably feels a little bit like a let down doesn’t it? The fact is although this would seem obvious. Saying one needs to calm their mind is very different than learning the skill of how to actually calm the mind. At this point I feel obligated to say that this is not a 1-day workshop solution and you are “cured”. It is a daily practice. Actually, it is a multiple- times a day practice, that once you learn the skill, can easily be incorporated into your daily activities with no additional time required! Yes, you read that correctly, no extra time needed to add to your regular daily activities. It is also important to know that simply calming the mind is not enough anymore. Equally important is the need to remove the tensions that have built up in your body because the mind and body are intricately linked. In our practice, we call this the “process of uncoiling”. Uncoiling is critical in getting rid of the built-up tensions and stresses that you have consciously tried to forget and have been subconsciously held for likely a very long period of time.

To make things a little more interesting and more effective, you will also need to develop proficiency with self-regulation skills and strategies and know when and how to deploy these at precisely the right moment, and to be able to redirect your mental effort bringing yourself back to a state we call “mental neutral” – a state that allows you to move forward quickly as needed, OR change perspectives seamlessly, OR forge ahead with increased drive, OR to retreat to process and analyze the larger issues at hand. The state of mental neutral is a learned state. It is a trained state that is learned as part of the skill of intentional relaxation (SOIR). When you learn it, and I mean really learn, it can become one of your new best allies in the fight against Monkey Mind.

If you want to learn more about the skill of intentional relaxation (SOIR) and how it can combat Monkey Mind, just drop me an email at richardkercz@gmail.com, I’d be happy to share more information. Until next time.

Email me directly if you wish to learn more about my biofeedback performance coaching programs. Just email richardkercz@gmail.com

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June 2, 2023 kerchd

How We Help Clients

How We Help Clients…

Are you constantly missing key information about candidates and wish you knew more? 

Need to understand how candidates can execute and deliver for your organization?

Want to know what makes candidates tick                                                                                                                   before you hire them?

​                                                                                 ​​​​​​Can’t afford to make another poor hiring decision?

We know your pain. Most hiring managers simply do not know how to really evaluate candidates.  The truth is it takes specialized knowledge and expertise in personality and behavioural profiling to make sense of a candidate’s ability to perform in a role.

We’re known as the People Analytics + Personality Profiling Company  and we help businesses make the best-informed decisions about peopleBEFORE they make any hiring or promotion decisions!

We provide detailed insights about how candidates really function.  Information candidates would prefer you didn’t know, at least not until after they have the job, and at that point, it’s too late.

We know hiring a new person is a risky venture at the best of times. Given the current economic uncertainty and the pressures people are feeling about securing work makes it even more high risk.

Candidates are now actively using coaches, chatrooms, resume writers, image and presentation coaches and the internet to find the best ways to impress potential hiring managers. Our job is to circumvent all the smoke and mirrors candidates bring to the job interview. With over 30 years of dedicated assessment practice and more than 10,500 senior level evaluations under our belt, we’ve seen and heard it all, and we know exactly how to get beyond those distractions to the core of how they will perform in your organization.

Over the years, we’ve partnered with numerous test developers, functioning as distributors, resellers, certifying bodies and distribution channels. We’ve also curated best-in-class measures which provide objective evaluations and go beyond surface personality identification to understanding deeper levels of performance, motivation, values, and biometric responses to workplace stress, the newest performance separator in today’s work setting.

Our assessment processes are best in class and cost-effective, allowing you to gain faster and deeper insights into the inner workings of the candidates you are considering hiring. You will understand not only what the “on and off switches” are but more importantly how to keep the person engaged, challenged, motivated, committed, and growing.

The bottom line is that we are assessment and performance geeks. We have specialized solely in Talent Assessment + Performance Enhancement. We’ve been able to gain deeper insights into the most cost-effective ways of uncovering innate potential, traits, and abilities.

Our range of customized workplace assessments, competency based psychometric platforms, and specialized biofeedback performance profiling services can identify each candidate’s potential to contribute to your business by cross-mapping their capabilities, performance style and motivations with your specific position, existing team, culture, and organizational structure.

With each assessment completed, you receive a deep level analysis, combined with a comprehensive verbal debrief and PDF report detailing the candidate’s core traits and how they are linked to performance via: competencies, behaviours, habits, motivations, values, resiliency, and the ability to perform under pressure and on demand. In addition, all of our reports provide you with ratings of potential success in each competency area, performance gaps, and specific targeted interview questions to dive deeper into areas of potential concern.

We support clients of all sizes with best-in-class testing, assessment and biometric profiling programs for:

  • Selection/Hiring
  • Integration/On-Boarding
  • Team Building or Team Development
  • Succession/Identifying High Potential
  • Executive and Leadership Placement
  • Development – Personal or Professional, or Role-Specific
  • Personality Development
  • Coaching Readiness
  • Stress Profiling
  • Creativity + Innovation
  • Resiliency + Mental Toughness
  • Psychophysiological Balance and Optimal Performance

Save Yourself from making another poor hiring or development decision by letting us assess your next candidate BEFORE you make any hiring or promotion decisions.  Our focus is all about assessing candidates to help you make better informed people decisions, period.

​​​​​​​It’s what we’ve been doing since 1992! ​​

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June 2, 2023 kerchd

Unlocking the Potential of CBPT (Competency-Based Psychometric Testing) and Accurate Candidate Evaluation BEFORE Making a job Offer

In this increasingly competitive job market, organizations are seeking efficient and accurate methods to identify top talent. With the surplus of free online interview prep available to candidates, smart hiring managers and business owners are now thinking more strategically about the evaluation of candidates and how best to ensure they avoid meeting with candidates that will not perform or fit the role requirements.  Thus, the exodus from traditional approaches like front end resume reviewing and long-list screening interviews, of which both simply waste hiring managers time, organizational money, and put more strain on existing human resources. A powerful, and more highly effective option that is revolutionizing hiring practices is the competency-based psychometric testing protocol. CBPT has matured over the last 7 years, and we have been working extensively with several test developers to enhance and refine, specifically, the selection aspects, of these AI infused platforms because we know from our clients that selection of candidates is one of the more costly/high risk talent initiatives they invest in over time. A review of the research indicates the future of Strategic Selection and Talent Optimization is CBPT, but, and this is critical, only if it is strategically implemented to client specific requirements and leveraged by experienced assessment consultants who can facilitate and support the process. In other words, a customized hybrid approach.

Collectively this process has provided a revolutionary solution that saves interviewing time, reduces hiring costs, frees up human resources that can be deployed towards other initiatives and most critically has increased the accuracy and effectiveness of selecting the best candidate from all that apply, every single time. It sounds to good to be true, and if organizations try to cut corners with these new processes, it will turn out to be too good to be true. By harnessing the power of multi-faceted CBTPs, we can now accurately highlight innate personality traits, untapped potential, cognitive styles, and distinguish between “BIG” talkers and actual high performers linked to specific job requirements. This new way of assessing and evaluating candidates has the potential to not only transform your organizational hiring process, but also to help you build a better and higher performing team and organization, all with lower costs and faster turn around times.

Unlike traditional assessment methods, which oftentimes lack specificity and rely on subjective judgments, CBPT focuses on evaluating candidates based on the specific competencies and skills required for a particular role. This targeted approach leverages the research of industrial psychologists, scientific methodologies, standardized assessment protocols, and the newly emerging insights offered by data-driven AI algorithms. When combined properly, CBPT provides a comprehensive and in-depth evaluation of every  candidate measured. CBPT quickly measures more aspects of candidates than any resume or interview screening can, and it does so with greater accuracy and cost effectiveness. Moreover, by integrating standardized targeted competency maps, employers can link a candidates test results to specific competency requirements, providing detailed measures of a candidate’s ability/potential to perform effectively in a particular role.

Compared to resume reviews, CBPT offers numerous advantages. It eliminates subjective judgments and biases inherent in screening/interview processes. By employing standardized CBPT, each candidate is  evaluated against the same set of criteria, ensuring a fair and objective evaluation of their abilities and innate orientations towards working rather than on superficial factors such as education or job titles, both of which no longer hold as much credibility as in the past. Furthermore, CBPT allows for the identification of hidden talents and potential, as well as the revelation of dark traits that candidates may not want potential employers to know before a job offer is made.

 

Resumes and interviews often fail to capture crucial attributes necessary for success in a role. Oftentimes interviewers are blinded by charisma and buzz words and their own mental interview fatigue. In contrast, CBPT quickly delves deep into a candidate’s psychological makeup, uncovering strengths, weaknesses, areas for development, and areas of genuine concern. This comprehensive evaluation facilitates aligning candidates’ capabilities with job requirements, resulting in improved performance and job satisfaction on the candidates part and higher levels of performance organizationally.

Traditional interviews also have their limitations, often being influenced by biases and personal preferences. CBPT overcomes these challenges by providing an objective assessment of the candidate.  Instead of relying solely on interviews, this testing approach focuses on the candidates mental makeup,  innate behavioral orientations, cognitive abilities, and psychological traits. By seamlessly expanding the testing platform to measure all these dimensions, employers gain a holistic understanding of a candidate’s suitability for the role, or not.

Additionally, competency-based psychometric testing saves valuable time and resources. By utilizing these tests earlier in the hiring process, organizations can “prune” the number of interview rounds, scheduling conflicts, and coordination efforts present in current practices. The objective scores obtained from the tests enable effective shortlisting of candidates, leading to more focused and efficient interviews with the most suitable candidates.

Implementing CBPT successfully requires organizations to establish a clear framework and criteria for assessing candidates. This involves defining the key competencies required for the role and selecting appropriate psychometric tests that effectively measure those competencies. To ensure reliable, validated, and predictive assessments, it is crucial to partner with a reputable psychometric assessment consultancy. These consultants should offer a wide range of assessments, integrated with specific competency-based job profiles. Ideally, they should be experts in the field, trained in industrial-organizational psychology, and possess practical experience working with various assessment tools and platforms.

CBPT can revolutionize your hiring and development process by leveraging competency mapping, highlighting innate personality traits and cognitive styles, and distinguishing between big talkers and actual high performers. By embracing this approach, organizations can make better-informed decisions, identifying top talent that aligns with job requirements and ultimately driving organizational success.

However, it is important to exercise caution when selecting a consultant. Beware of those who offer a one-size-fits-all approach to talent assessment. While AI has certainly advanced the construction, administration, and result provision of tests, it is essential to work with consultants who possess a deep understanding of human personality, cognition, and capability as they relate to workplace performance. The ideal consultant should be capable of strategically leveraging the data from these new systems and applying them to a variety of talent initiatives and to do so in a more cost-effective manner than traditional assessment processes of the past. Think of it this way, when an expert is given new tools that streamline a typically tedious process, the automation does not negate the need for the expert, the automation (in this case AI) facilitates the expertise to be leveraged in a timely and cost-effective manner. By embracing this approach and working with the right consultants, organizations can unlock the potential of accurate candidate evaluation, leading to better talent acquisition and enhanced organizational outcomes.

Dr. Richard Kercz, Assessment Consultant + Behavioural Profiler

 

Send an email to richardkercz@gmail.com to learn more about quickly and effectively integrating CBPT protocols into your existing hiring practices.

Try CBPT for your next hire and receive a 20% discount.  

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April 19, 2023 kerchd

Mindset Minute for Higher Performance – The Criticism-Praise Ratio

John Gottman, Ph.D., internationally renowned relationship expert and researcher  found that just 1single negative comment during a conflict required 5 positive interactions or comments to bring the dynamic between the individuals back to neutral ground.  Yes, it’s a 1:5 ratio. Let that sink in. 1 negative comment breaks a good dynamic and it requires 5 positives to bring it back to where it was before the conflict.

Now, what happens when there is a flurry of negatives, or worse, negatives that are camouflaged, subtle, flippant, or covert? You guessed it… same impact and same requirement to repair but with increased number of positives required. The point here is that many leaders often complain about disengaged employees or teams, but they rarely take a look inside themselves to understand how they might be adding to the problem. It is important to keep in mind that as leaders, regardless of the level or title in your organization, everyone around you is looking and keeping notice of your interactions, words, and behaviors explicit or subtle.

Remember this as you go about your daily activities with your teams. How much time and energy are you wasting just trying to get your relationship dynamics back to neutral ground? How much more effective, productive, and engaging could your work setting be if you paid attention to not only what you said, but also how you reinforced it before it breaks down?

rk

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