The Value of Personality Assessments

What if you knew the work style of every employee in your company? How do you think that might change the work environment and culture? If you are like most employers you have never even thought about it.

We find many times in the workplace there is conflict from clashing personalities. Sometimes people are put into positions for which they are not ideally suited.  We have all heard the stories of people being promoted beyond their capabilities.  Not every personality type is suited for leadership even if they are the best at what they have been doing. Do you thing knowing their types and inherent approach to the world would help to understand these situations? We do.  In fact we base our work on it.

There are several different assessments for learning the personality styles and temperaments. The work goes as far back as Hippocrates and is as modern as DiSC styles and the work of David Keirsey’s KTS II Temperament Sorter.  In most of them it comes down to 4 basic styles and all assessments come to the same basic characteristics for each style. There can be differences between the styles that are so strong that much conflict comes from this alone.  When one studies the personality styles of a whole company and see which DiSC style each uses one can see where the most likely clashes will happen and can see the make-up of each team and indeed the entire company.  When this information is charted and posted in a common area of the workplace all employees have the ability to see the styles of others and can understand them from a new point of view.

Does your company deserve to know this information? We think so.  Let the Cirrus Business Group come in and provide this information through the assessments and company-wide workshops.  You will see a rapid improvement of the interactions of the employees and the teams.

Build Your Farm Team

Recruiting quality talent is a topic that is top of mind with CEOs.  Without a solid bench of talent, business growth is a scary thing.  Chris and Judi offer some great tips for building your farm team as they visit with Phillip Saxton in this podcast.

Original Air Date – December 28th, 2013 | BIZ1190 AM | Atlanta, GA

The Power of Celebration

What is the right amount of celebration within an organization?  Does celebration really help get anything done?

I’m still getting caught up on getting these out.  These are just a few of the questions Chris and Judi answer in this segment from Small Business Samaritans Radio on BIZ1190AM in Atlanta, GA.

Original Air Date – November 16, 2013.

Performance Reviews – Reinforcing Clarity

Most managers dread that time of year when they have to do performance reviews of their team.  In this podcast, Chris and Judi discuss how to use this valuable tool to reinforce clarity in the organization.

Be sure and subscribe to our podcast on iTunes so you don’t miss an episode.

Survey: Leadership Programs Lack Effectiveness by Brandon Hall

Survey: Leadership Programs Lack Effectiveness

According to Brandon Hall’s 2013 Leadership Development Benchmarking survey, 75 percent of organizations say their leadership development programs are not very effective.
ARTICLE | MON, 09/30/2013 – 00:00

By David Wentworth, Senior Learning Analyst, and Laci Loew, Principal Analyst and Practice Leader in Talent Management, Brandon Hall Group

Ensuring a solid pipeline of suitable leaders has proven to be a daunting task for many organizations of all sizes and in all industries.

Organizations are facing a retirement boom that will drain them of their intellectual capital and know-how. To make matters worse, the incoming talent into organizations does not possess the requisite leadership skills needed to drive results in functional areas, business units, and across the enterprise. And leadership development programs that organizations have developed to address the problem—many of them still in their infancy—are not producing the results organizations need.

Almost 75 percent of respondents to Brandon Hall Group’s 2013 Leadership Development Benchmarking Survey said their leadership development programs are not very effective.

In separate research, Brandon Hall Group’s 2013 Skills Gap Survey, respondents said leadership concerns were the second biggest factor impacting the hiring, retention, and performance of their skilled workforce.

But these troubling results are not because of a lack of effort or focus. Two separate Brandon Hall Group surveys—Business Focus ’13 and the 2013 Team Development Survey—found that organizations ranked leadership development (LD) as their second most important issue toward which they would be devoting significant time, energy, and resources.

So with all this focus on leadership development, why aren’t organizations doing better?

While there are no easy answers, and they undoubtedly differ from organization to organization, Brandon Hall Group’s research on leadership development shows that organizations are dramatically more satisfied with their LD programs when:

  • A specific LD strategy is in place.
  • Spending on LD in the training budget is higher.
  • The LD programs have been in existence five years or longer.

From data collected for the 2013 Leadership Development survey, which drew responses from 329 organizations of all sizes in more than 20 industries from around the globe, Brandon Hall Group found five findings to be the most significant:

1. Almost 75 percent of organizations surveyed said their leadership development program was not very effective. (See Figure 1 in PDF to be downloaded at end of article).

More than twice as many respondents said their programs were completely ineffective (11.6 percent) than they did extremely effective (4.9 percent). This signifies a big disconnect between the established importance of leadership development and an organization’s ability to execute on it. There are, however, several factors that influence effectiveness. As explained in the results below, the effectiveness of leadership development programs increases significantly when organizations spend more of their training budget on leadership development, have a specific leadership development strategy in place, and when LD programs have been in existence more than five years.

2. Respondents who rated their LD programs either very or extremely effective dedicated, on average, 60 percent more resources in their training budgets than those who said their LD programs were either slightly or not at all effective. (See Figure 2 in PDF to be downloaded at end of article).

Those organizations that spend a bigger chunk of their training budget on leadership development are typically happier with the results. The companies reporting very or extremely effective programs spend an average of 32 percent of their training budget on leadership development. Those reporting slightly or totally ineffective programs spend 20 percent. Brandon Hall Group believes that, given its drivers and impact, leadership development is actually a talent initiative that should have its own independent, dedicated budget and not be tied to the training budget. That would prevent leadership from having to compete for dollars with initiatives such as compliance and job-specific skills.

3. Approximately 44 percent of organizations surveyed said they had a formal leadership development strategy. Among those that do have strategies in place, 42.6 percent rated the leadership development programs as extremely or very effective—that’s 68 percent higher than the overall result of 25.3 percent. (See Figure 3 in PDF to be downloaded at end of article).

Overall, 56 percent of organizations have no formal leadership development strategy. The good news is that 61 percent of those without a strategy said they were in the process of developing one. Yet, more than 20 percent of organizations have no strategy and no plans to develop one. This is significant because those organizations with a strategy in place are far more likely to say their leadership development programs are effective. Close to 43 percent of companies with a formal strategy in place say their program is either very or extremely effective—that’s 68 percent more than the overall result of 25.3 percent and six times greater than organizations with no strategy and no plans to develop one.

4. Nearly 63 percent of organizations with formal leadership development strategies reported that the majority of their Key Performance Indicators (KPIs) had improved. That is 76 percent better than organizations with no strategy and no strategic plans in development. (See Figure 4 in PDF to be downloaded at end of article).

Not only do those organizations with a strategy in place report increased program effectiveness, but they are also more likely to report that a majority of their KPIs have increased over the last fiscal year. A little more than one-third of those organizations with no strategy and no plans to develop one saw positive movement from their KPIs, while nearly 63 percent of those with a strategy saw improvement. Organizations that are even just in the process of developing their strategies do better than those that are doing nothing. This correlation indicates that as companies begin to get their arms around the LD issue, they also see across the board business improvements, as well.

5. There is a direct correlation between LD program maturity and effectiveness. Only 18 percent of programs two years old or less are considered very or extremely effective, while 38 percent of programs older than five years are seen as that effective. (See Figure 5 in PDF to be downloaded at end of article).

The maturity of an organization’s leadership development program has a big influence on effectiveness. Essentially, the longer a program has been in place, the more effective it is. The fact that 51 percent of all programs are less than two years old clearly has an impact on overall effectiveness ratings. It’s not that overall so many companies have poor programs in place; it’s that most of them are still early on the maturity curve.

Conclusions and Steps Forward

From all the data described above, it’s clear that the effectiveness of LD programs depends on the investment of resources, development of a formal strategy, and the time needed to allow the programs—and the people in them—to mature and develop. Failure to invest and develop strategies that allow for consistent and effective execution of LD programs will mean organizations will continue to struggle to develop the leaders necessary to drive breakthrough business results.

Because almost 56 percent of organizations surveyed lack a dedicated strategy, it’s clear that leadership development—while important—is difficult to conceptualize into a formal strategy. It is a complex process that requires a focus on both external and internal influencers, investment and development in technology that enables continual learning, continual measurement of the LD program and its participants, establishment of governance, and many other factors.

David Wentworth is senior learning analyst, and Laci Loew is principal analyst and practice leader in Talent Management, for Brandon Hall Group, a research and analyst firm specializing in the learning and talent management industries. Brandon Hall Group has an extensive repository of thought leadership research and expertise in its primary research portfolios—Learning and Development, Talent Management, Sales Effectiveness, Marketing Impact, and Executive Management. At the core of its offerings is a Membership Program that combines research, benchmarking, and unlimited access to data and analysts. Members have access to research and connections that help them make the right decisions about people, processes, and systems, coalesced with analyst advisory services tailored to help put the research into daily action. For more information, visit http://go.brandonhall.com/homeandhttp://go.brandonhall.com/membership_TM

The original article can be found here: http://www.trainingmag.com/content/survey-leadership-programs-lack-effectiveness

Building Trust in the Workplace – Setting the Foundation

Building Trust in the Workplace – Setting the Foundation

Building trust in the workplace is absolutely essential for effective teams.  Without trust, people are left to second guess motives and typically assume the worst of situations and one another.

With a foundation of trust, mental energy is not wasted on all this drama.  People can focus on the task.  There are no hidden agendas, and people aren’t afraid to ask difficult question in meetings or hold each other accountable.

Develop Managers to Build the Business

You have got to develop managers in order to build the business.

Many people know intellectually that they need to invest in their managers.  Few actually do it.

This is a critical step for organizational leaders to realize.  Management development goes beyond just learning the next level of processes and procedures on software, on the floor, or in the office.  It needs to include training around how to build people, reinforce the key behaviors within the organization, and leadership skills.

So often the longest tenured or most technically adept employee is elevated to manager.  Then everyone wonders what happened to what used to be an “A player”.  Their people are threatening to quit and everyone, including you, is frustrated.  Being able to do a task well does not mean you are able to lead and manage people well.  You have to develop managers.

Chris and Judi visit with Phillip Saxton of Small Business Samaritans Radio on what you can do to prevent this in your organization.

Better Arguments – Better Results

Do you look forward to a good disagreement in work meetings?  Do you actually dig for disagreement?

This week Chris and Judi talk about why great teams are able to have really good arguments and why it is actually necessary.  They also explain the necessary components to healthy disagreements.

Effective Teams Essential #2 – Embrace Conflict

Effective Teams Essential #2 – Embrace Conflict

Effective teams know that some conflict is necessary to make sure all facts are considered and the organization is making the best choice. In order for conflict to be beneficial, team members must feel comfortable speaking up while at the same time having an appreciation for team members with different perspectives.

This week Chris and Judi talk about Effective Teams Essential #2 – Embracing Conflict.

Effective Teams – SBS STAR Radio

Effective Teams Essential Number 1 – Trust

Healthy organizations are dependent upon effective teams.  This sounds easy enough, but how do you build effective teams.

In this segment, Chris and Judi continue their conversation with Philip Saxton about organizational health and how to build effective teams. This is the foundation of organizational health.

This program originally aired on BIZ 1190 AM in Atlanta, Georgia on August 24th, 2013.