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Is Your Organization Effectively Deploying the Human Capital It Needs to Compete?
Most organizations understand that effective management and deployment of assets can mean the difference between success and failure. But many organizations fail to consider their most critical asset – human capital. A recent study by McKinsey & Company revealed that “A” performers tend to be 50-100% more productive than “C” performers. Clearly, identifying the “A” performers can enhance an organization’s performance. So, how does an employer identify the “A” performers, and once identified, how does an employer retain them?

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Lesson #5: Stick To Your Guns
“You’re neither right nor wrong because other people agree with you,” says Buffett. “You’re right because your facts are right and your reasoning is right – and that’s the only thing that makes you right. And if your facts and reasoning are right, you don’t have to worry about anybody else.”
How To Choose an Assessment Test
There are literally hundreds of tests available that an employer may use. Excluding the specific skills tests and honesty/integrity tests, most employers that use testing want to know about an individual’s mental abilities and personality traits. And, they want to know how a person’s scores compare to the requirements of the job.

Trouble with Personality Tests
Personality tests are commonly used for hiring in organisations. Personality tests attempt to measure a broad range of basic traits, such as the Big Five Personality traits or Emotional Intelligence. Although these may provide useful information on how to describe a person, research has repeatedly shown that they do little to predict how well a person will perform in a given job. Academic researchers are re-emphasizing what Chally reported over 30 years ago -personality tests are simply too broad to predict on-the-job performance. Chally, on behalf of the US Justice Department, found it necessary to research solutions well beyond the accuracy of this type of assessment; to identify and measure very precise, job-specific competencies, behaviours, and skills that have been scientifically shown to predict on-the-job sucess.

Over Achievers on the Sales Force - We Have it All Wrong
Believe it or not, our six-year-old son is an over achiever. He has spelling tests each week and his teacher gives the class bonus words for extra points. He loves the bonus words and extra points so much that he has duplicated the process on his math tests. The teacher gives the class 20 math questions each week but (right now they are working on problems like 7 + 4) no bonus questions on the math. Our son takes it upon himself to add 4 bonus questions (he includes bonus questions like 800 +600) because he feels he can do more. This begs the question, how do you measure your over achievers?

Unlock Your Potential By Using Energy
Your potential is all that is possible for you, and, unfortunately, many people don't know how to tap into it effectively to live their most amazing life. We are generally trained to use our intellect, reasoning and linear mind rather than tapping into, following and optimizing the power of our energetic body.

What Is Under Your Covers?
My new client, Mark, just bought a new business. He was a homebuilder and since that industry wasn’t going too well lately, he decided to branch out into a line of kitchen renovation products. His reasoning was that since he was used to talking with people about building $300,000 homes that it should be easy to sell $2500 kitchen accessories.
Using Pre-Employment Tests Can Save You Money
Pre-employment testing is a way of determining the degree to which a candidate possesses and can demonstrate the knowledge skills and abilities required to successfully perform in the position. Any tests that are used must me job related and valid and comply with the “Uniform Guidelines on Employment Selection Procedures” issued by the EEOC. Some of the most commonly used types of pre-employment tests are...

Using Employment Tests
On today’s market, there are hundreds of extremely well-developed employment tests. However, many widely distributed and highly marketed tests do not meet generally accepted standards for test development and validation. Organizations considering the use of employment tests should carefully consider how the test was developed, the extent to which a test yields stable and consistent results, the relationship between test scores and sales success, and the non-discriminatory nature of the test.
Intuition: An Untapped Resource
What is intuition exactly? The Oxford Dictionary defines the term as “the ability to understand something instinctively, without the need for conscious reasoning.” It is a keen and quick insight, independent of any reasoning process. While intuition is important in all endeavors, it is particularly important for those in a leadership role.
Our Attitude More Than Our Aptitude Determines Our Altitude
Our society admires strength and power. Since the early games of the ancient Olympics, we've had contests of strength, stamina, speed, and the like. We've approached brainpower or intellectual abilities in the same way. We're in awe of intellectual giants with memory, reasoning, or complex problem solving abilities far beyond our own. IQ tests were developed to measure this intellectual strength and power. We've come to believe that highly intelligent people make the best professors, doctors, managers, scientists, and so on. Many people believe that high IQ and high levels of success and happiness go together.

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