The world of business is changing, so how can you train the most valuable asset of your business? How can you compete and win in today’s rapidly transforming marketplace?
Predicting potential - Assessing Cognitive Ability in RecruitmentGavin Lamb
Employees with strong cognitive ability are a competitive advantage to an organisation - particularly when they are in
roles that require quick learning, first-time problem solving, thinking ‘on your feet’ and dealing with ambiguity. People who
score well on cognitive ability tests are more likely to develop a greater knowledge of the job more quickly, make effective
decisions and successfully reason and strategise to solve problems. In fact, a landmark study reviewed 85 years of research and found that higher cognitive ability is linked with higher productivity and performance.
The Thornton Group - Finding and Keeping the Best Talent - An 8 Step Hiring ...Neil Thornton HBA, MA
Finding, keeping and engaging top talent remains a priority for most, if not all of our clients today. To help, we have developed a unique approach to recruiting that is celebrating incredible success.
Predicting potential - Assessing Cognitive Ability in RecruitmentGavin Lamb
Employees with strong cognitive ability are a competitive advantage to an organisation - particularly when they are in
roles that require quick learning, first-time problem solving, thinking ‘on your feet’ and dealing with ambiguity. People who
score well on cognitive ability tests are more likely to develop a greater knowledge of the job more quickly, make effective
decisions and successfully reason and strategise to solve problems. In fact, a landmark study reviewed 85 years of research and found that higher cognitive ability is linked with higher productivity and performance.
The Thornton Group - Finding and Keeping the Best Talent - An 8 Step Hiring ...Neil Thornton HBA, MA
Finding, keeping and engaging top talent remains a priority for most, if not all of our clients today. To help, we have developed a unique approach to recruiting that is celebrating incredible success.
Lessons learned from working with thousands of SMB clients - Entrepreneurs Organization presentation - EO New Jersey - Oct 2014.
Management in the Digital Age
We are entering an era of “Digital Darwinism,” when society and technology is evolving faster than many companies can adapt. More specifically, it is the way we manage people that has struggled to keep pace with the rate of change. We need to reinvent management
Using Radical Transparency to drive Accountability and Engagement
Despite good intentions, most EO business leaders make the same fundamental mistake when they set goals for their people. Learn what really works and what doesn’t in terms of engaging and motivating your people, and holding them accountable for performance - based on direct observations of more than 5000 clients.
Key Performance Indicators - the right way
Research shows that 92% of companies do a poor job of measuring KPI's. Learn how to choose and track the key measures that will drive the success of your current business model, and drive the key functional areas of your company (the outcomes for this workshop are even more powerful if other members of your leadership team are present)
RESULTS.com’s software gives them unique and privileged insights into the day to day operations of thousands of small-medium sized growth firms. We see what really works and what doesn’t in terms of strategy execution, goal setting, tracking performance, running effective meetings, engaging employees and holding them accountable.
To save you from spending several lifetimes trying to figure it all out for yourself, you can access these powerful (and often counter intuitive) insights in his workshop.
You’ve seen the future for your organisation and it's unquestionably digital. But then the questions start: Who goes on the journey? How do you lead them along? What direction? How fast? What’s the path? Is the journey the same for everyone throughout the business?
Embarking on a Digital Transformation (DT) strategy can seem daunting enough. But when you apply that strategy to large teams, the numerous complexities and variables can make the whole project appear just too exhausting a proposition to even bother taking the first step, let alone all those steps that must inevitably follow if it is to succeed.
So how do you bring your team on the journey?
How to Land Your Dream Job Without Applying 'Online' - A Better PLAN For Stud...Ita John
Here are my practical ideas on graduates’ journey toward landing a job upon graduation and for those who have graduated already too. It’s the ROADMAP to follow to land your desired job quicker.
Right Quarterly 2nd quarter 2013: Career DevelopmentChris Jones
The Second
Quarter edition of the APAC Right
Quarterly is dedicated to Career Management.
The first article called “Developing Talent: How
Career Opportunities drive Business
Performance”, builds upon our core mission
in Right Management, of working with clients
to help align their talent strategy with their
business strategy. Employee engagement
and retention is a critical challenge for many
organizations, and this article talks of how
career development can significantly push
employee engagement. But even career
development needs a structured approach for
effective implementation to ensure business
results.
The second article on “Career Directions:
Having the right Career Conversations”,
shares a case study of an Australian client
who is working towards their 2017 Workforce
plan. An important impact of this will be in
the working environment for the division. To
help employees adapt to this change, Right
Management worked with them to create and
implement a career development initiative for
employees. The aim was on building Coaching
capabilities in People Leaders, and to equip Self leaders with skills necessary to enable
them to make their own career decisions.
The objective was also to align employee
development with future corporate needs,
while also developing career agility.
This year's report focuses on the transition of the employer-employee power dynamic, giving way to a more transparent, trusting and reciprocal relationship through four new trends: soft skills, work flexibility, anti-harassment practices, and pay transparency.
Case Study : Aligning people capabilities to a company's digital strategyYoulab
As business looks to transform services and products to digital solutions, how can we identify people with the capabilities to support these initiatives?
The level that Kirkpatrick and Phillips forgot! This is the level that is the key for ongoing organisational improvement from an L&D perspective so you're training spend is not wasted. Download the report in full here: https://www.mtdtraining.co.uk/whitepapers/
Should social learning skills be part of our organisation toolkit?
Welcome to the overview results of our second snapshot survey. Social learning is fast becoming a topical issue. We chose this topic for our second survey because we believe that social learning may hold some of the keys to creating the flexible, responsive and insight driven ethos that’s essential for surviving and thriving in our complex and changeable economic context.
Our Performance Hub Survey Series is about uncovering touch-points for further discussion and debate - rather than trying to gather a mass of empirical data on the state of play. We’ll be taking these discussions further on LinkedIn over the course of the year.
Take a look at the results and join our discussions on LinkedIn: The Performance Hub LinkedIn Discussion Group.
We tend to think of “innovation” in terms of new technology – gadgets, hardware, new apps, and software. But true innovation more often comes in the form of new business models, workflows, service offerings, and office and staffing patterns. This session will center on those innovations that are significantly impacting our firms and our clients. You never know where innovation might sprout!
This session was produced for the DCPA15 Conference in Las Vegas.
Global megatrends are escalating the war for top talent and reshaping business as we know it. To stay ahead, organizations are innovating at warp speed. The problem is, in most organizations business innovation dramatically outpaces talent innovation. And when your business strategy and talent strategy are out of sync, you can't drive top business performance. By creating talent innovations that accelerate your top business goals and integrating them throughout your entire organization, you will establish talent as a strategic advantage.
What do next generation leaders say they need to be 'future ready'? This report is from 200+ next generation leaders attending the #AICPA_EDGE Conference in Las Vegas in August, 2016.
Next Gen leaders will be called to lead in a different environment than many leaders of the past. These times of exponential change will require a different skill set. They will be leading in transformational and adaptive times which require new skills and new practices.
This report highlights top challenges, top skills, insights from the session and more.
These polls were integrated during a presentation on "The Future Ready CPA" where we covered the 5 C's - Context, Certainty, Capacity, Competency, and Core Purpose & Values.
We are living in “exponential times” where the size, scale and scope of change is incredible. That means there are incredible opportunities for those who can see through the fog of uncertainty and anticipate what’s next. The biggest opportunity is to harness the wisdom of our older generations with the fresh perspectives of the tech-savvy younger generations. The next generation of leaders is enthusiastically ready to have a seat at the table. The future is not created; the future is co- created. Let’s get to work!
Lessons learned from working with thousands of SMB clients - Entrepreneurs Organization presentation - EO New Jersey - Oct 2014.
Management in the Digital Age
We are entering an era of “Digital Darwinism,” when society and technology is evolving faster than many companies can adapt. More specifically, it is the way we manage people that has struggled to keep pace with the rate of change. We need to reinvent management
Using Radical Transparency to drive Accountability and Engagement
Despite good intentions, most EO business leaders make the same fundamental mistake when they set goals for their people. Learn what really works and what doesn’t in terms of engaging and motivating your people, and holding them accountable for performance - based on direct observations of more than 5000 clients.
Key Performance Indicators - the right way
Research shows that 92% of companies do a poor job of measuring KPI's. Learn how to choose and track the key measures that will drive the success of your current business model, and drive the key functional areas of your company (the outcomes for this workshop are even more powerful if other members of your leadership team are present)
RESULTS.com’s software gives them unique and privileged insights into the day to day operations of thousands of small-medium sized growth firms. We see what really works and what doesn’t in terms of strategy execution, goal setting, tracking performance, running effective meetings, engaging employees and holding them accountable.
To save you from spending several lifetimes trying to figure it all out for yourself, you can access these powerful (and often counter intuitive) insights in his workshop.
You’ve seen the future for your organisation and it's unquestionably digital. But then the questions start: Who goes on the journey? How do you lead them along? What direction? How fast? What’s the path? Is the journey the same for everyone throughout the business?
Embarking on a Digital Transformation (DT) strategy can seem daunting enough. But when you apply that strategy to large teams, the numerous complexities and variables can make the whole project appear just too exhausting a proposition to even bother taking the first step, let alone all those steps that must inevitably follow if it is to succeed.
So how do you bring your team on the journey?
How to Land Your Dream Job Without Applying 'Online' - A Better PLAN For Stud...Ita John
Here are my practical ideas on graduates’ journey toward landing a job upon graduation and for those who have graduated already too. It’s the ROADMAP to follow to land your desired job quicker.
Right Quarterly 2nd quarter 2013: Career DevelopmentChris Jones
The Second
Quarter edition of the APAC Right
Quarterly is dedicated to Career Management.
The first article called “Developing Talent: How
Career Opportunities drive Business
Performance”, builds upon our core mission
in Right Management, of working with clients
to help align their talent strategy with their
business strategy. Employee engagement
and retention is a critical challenge for many
organizations, and this article talks of how
career development can significantly push
employee engagement. But even career
development needs a structured approach for
effective implementation to ensure business
results.
The second article on “Career Directions:
Having the right Career Conversations”,
shares a case study of an Australian client
who is working towards their 2017 Workforce
plan. An important impact of this will be in
the working environment for the division. To
help employees adapt to this change, Right
Management worked with them to create and
implement a career development initiative for
employees. The aim was on building Coaching
capabilities in People Leaders, and to equip Self leaders with skills necessary to enable
them to make their own career decisions.
The objective was also to align employee
development with future corporate needs,
while also developing career agility.
This year's report focuses on the transition of the employer-employee power dynamic, giving way to a more transparent, trusting and reciprocal relationship through four new trends: soft skills, work flexibility, anti-harassment practices, and pay transparency.
Case Study : Aligning people capabilities to a company's digital strategyYoulab
As business looks to transform services and products to digital solutions, how can we identify people with the capabilities to support these initiatives?
The level that Kirkpatrick and Phillips forgot! This is the level that is the key for ongoing organisational improvement from an L&D perspective so you're training spend is not wasted. Download the report in full here: https://www.mtdtraining.co.uk/whitepapers/
Should social learning skills be part of our organisation toolkit?
Welcome to the overview results of our second snapshot survey. Social learning is fast becoming a topical issue. We chose this topic for our second survey because we believe that social learning may hold some of the keys to creating the flexible, responsive and insight driven ethos that’s essential for surviving and thriving in our complex and changeable economic context.
Our Performance Hub Survey Series is about uncovering touch-points for further discussion and debate - rather than trying to gather a mass of empirical data on the state of play. We’ll be taking these discussions further on LinkedIn over the course of the year.
Take a look at the results and join our discussions on LinkedIn: The Performance Hub LinkedIn Discussion Group.
We tend to think of “innovation” in terms of new technology – gadgets, hardware, new apps, and software. But true innovation more often comes in the form of new business models, workflows, service offerings, and office and staffing patterns. This session will center on those innovations that are significantly impacting our firms and our clients. You never know where innovation might sprout!
This session was produced for the DCPA15 Conference in Las Vegas.
Global megatrends are escalating the war for top talent and reshaping business as we know it. To stay ahead, organizations are innovating at warp speed. The problem is, in most organizations business innovation dramatically outpaces talent innovation. And when your business strategy and talent strategy are out of sync, you can't drive top business performance. By creating talent innovations that accelerate your top business goals and integrating them throughout your entire organization, you will establish talent as a strategic advantage.
What do next generation leaders say they need to be 'future ready'? This report is from 200+ next generation leaders attending the #AICPA_EDGE Conference in Las Vegas in August, 2016.
Next Gen leaders will be called to lead in a different environment than many leaders of the past. These times of exponential change will require a different skill set. They will be leading in transformational and adaptive times which require new skills and new practices.
This report highlights top challenges, top skills, insights from the session and more.
These polls were integrated during a presentation on "The Future Ready CPA" where we covered the 5 C's - Context, Certainty, Capacity, Competency, and Core Purpose & Values.
We are living in “exponential times” where the size, scale and scope of change is incredible. That means there are incredible opportunities for those who can see through the fog of uncertainty and anticipate what’s next. The biggest opportunity is to harness the wisdom of our older generations with the fresh perspectives of the tech-savvy younger generations. The next generation of leaders is enthusiastically ready to have a seat at the table. The future is not created; the future is co- created. Let’s get to work!
Dive into the innovative world of smart garages with our insightful presentation, "Exploring the Future of Smart Garages." This comprehensive guide covers the latest advancements in garage technology, including automated systems, smart security features, energy efficiency solutions, and seamless integration with smart home ecosystems. Learn how these technologies are transforming traditional garages into high-tech, efficient spaces that enhance convenience, safety, and sustainability.
Ideal for homeowners, tech enthusiasts, and industry professionals, this presentation provides valuable insights into the trends, benefits, and future developments in smart garage technology. Stay ahead of the curve with our expert analysis and practical tips on implementing smart garage solutions.
Unleash Your Inner Demon with the "Let's Summon Demons" T-Shirt. Calling all fans of dark humor and edgy fashion! The "Let's Summon Demons" t-shirt is a unique way to express yourself and turn heads.
https://dribbble.com/shots/24253051-Let-s-Summon-Demons-Shirt
Expert Accessory Dwelling Unit (ADU) Drafting ServicesResDraft
Whether you’re looking to create a guest house, a rental unit, or a private retreat, our experienced team will design a space that complements your existing home and maximizes your investment. We provide personalized, comprehensive expert accessory dwelling unit (ADU)drafting solutions tailored to your needs, ensuring a seamless process from concept to completion.
Between Filth and Fortune- Urban Cattle Foraging Realities by Devi S Nair, An...Mansi Shah
This study examines cattle rearing in urban and rural settings, focusing on milk production and consumption. By exploring a case in Ahmedabad, it highlights the challenges and processes in dairy farming across different environments, emphasising the need for sustainable practices and the essential role of milk in daily consumption.
Transforming Brand Perception and Boosting Profitabilityaaryangarg12
In today's digital era, the dynamics of brand perception, consumer behavior, and profitability have been profoundly reshaped by the synergy of branding, social media, and website design. This research paper investigates the transformative power of these elements in influencing how individuals perceive brands and products and how this transformation can be harnessed to drive sales and profitability for businesses.
Through an exploration of brand psychology and consumer behavior, this study sheds light on the intricate ways in which effective branding strategies, strategic social media engagement, and user-centric website design contribute to altering consumers' perceptions. We delve into the principles that underlie successful brand transformations, examining how visual identity, messaging, and storytelling can captivate and resonate with target audiences.
Methodologically, this research employs a comprehensive approach, combining qualitative and quantitative analyses. Real-world case studies illustrate the impact of branding, social media campaigns, and website redesigns on consumer perception, sales figures, and profitability. We assess the various metrics, including brand awareness, customer engagement, conversion rates, and revenue growth, to measure the effectiveness of these strategies.
The results underscore the pivotal role of cohesive branding, social media influence, and website usability in shaping positive brand perceptions, influencing consumer decisions, and ultimately bolstering sales and profitability. This paper provides actionable insights and strategic recommendations for businesses seeking to leverage branding, social media, and website design as potent tools to enhance their market position and financial success.
Transforming Brand Perception and Boosting Profitability
Future of Skilling
1. Future of Skilling
Redefining your business to stay competitive
The world of business is changing, so how can you train the most valuable
asset of your business? How can you compete and win in today’s rapidly
transforming marketplace?
Innovation, customers, business models, customer service, revenue,
profit—all of these are undoubtedly crucial for the success of any business,
but the most valuable asset is your people.
2. In my 25 years of entrepreneurial experience, I have seen the worst of it.
From the dot com burst in 2000 and the 9/11 attack just a year later, I
learned that difficult times come and go. Nevertheless, as leaders, we have
the great opportunity not to resist change but to strategically leverage our
most important assets to increase their business muscle.
Most of the leaders I speak with agree that managing and training people
are the toughest tasks they face. Human beings are complex creatures,
and companies fail if they treat their people as nothing more than
resources. The day you recognize that people are your source and not just
a resource, you have started the first step towards meaningfully and
sustainably scaling your business.
Understand what matters to people.
Today in San Francisco, I rarely see people sticking around in a job for
more than two years. In early 2000, I was in Portland, Oregon recruiting for
companies across America, and the two most common questions I heard
from the client was: “How long has she been working on this technology?”
3. or “How stable is he in his current job?” If you ask these questions in
today’s world, you would not be able to recruit anyone! Why? Because
people are always looking to their next job, and stability is rapidly
becoming a thing of the past.
So what is the solution? As with all things, it takes flexibility and an open
mind to find the best talent. I have found that the best place for me to
recruit is Lyft rides. I always start a conversation, because in that 15- to 30-
minute ride, I will learn so much about what really matters to people.
Whether you are in San Francisco or Silicon Wadi or Bengaluru, what
matters is recognizing that your people need to be continuously skilled.
Linkedin recently came out with a story called “What skills does the
workforce value most?” which revealed the 15 most in-demand soft and
hard skills of 2020. Topping this year’s list are creativity, collaboration,
persuasion, and emotional intelligence—all skills that demonstrate how
we work with others and bring new ideas to the table.
4. By this point, you may be thinking, “Ok, that sounds great and all, but how
do I go about skilling my people?” Well, let me share with you the detailed
methodologies we follow at Pepper Square. These methodologies are
constantly evolving as we work with more people and evolve with the
changing landscape.
Ego, bureaucracy, and ambiguity
The driving force for any skill development is a meritocracy. Otherwise,
ambiguity creeps in, bureaucracy takes over, and the egos of the
leadership will start climbing to the heights of Mt. Everest.
Bill Gates once said, “Measure what matters.” Measuring skill development
can be subjective, but utilizing the principles of meritocracy has removed
many hurdles of skill measurement at Pepper Square.
5. It is a system in which specific responsibilities and accountability are
vested to an individual based on talent, ownership, and achievement. With
this approach, the critical measurement drivers are performance,
productivity, career path, and learning, among many others.
Step 1 – Designing the roles and responsibilities is the
most critical component.
Having a high-level of job responsibility will not help measure the
outcome. More clarity with measurable results will reduce noise and
increase transparency.
6. Step 2 – Measuring the work based on activity types
and effort.
To measure the activity types and effort, you will need a robust and agile
software project management and productivity tool. We use Get Things
Done, which gives us the following:
1. The number of different activities carried out.
2. The time spent on an activity type.
We map the outcome of the person with the activity type and time spent.
This data can show us whether a person is productive or not.
7. Step 3 – Categorizing the skills
This step captures the skill, sub-skill, definition, meritocracy level (M1),
experience, job title, and ratings.
Step 4 – Benchmarking
Benchmarking is the most critical measurement because it goes deeper
into roles and responsibilities and breaks them down into core skills based
8. on the experience. It starts with M1 and goes up to M7 (some large
organizations may require more than M7). The ratings are measured out of
10, with ten being outstanding.
For example, a UI Developer with 3-5 years of experience must have a
minimum of 7 points to be a Senior UI Developer. You can set the numbers
based on your own unique business requirements.
Step 5 – Soft skills
The experience economy is always hungry for new ideas and innovation.
To take your business to the next level in today’s experience economy,
your people are not only expected to be experts in their technical domain
but also in four essential criteria: Communication, Organization,
Intelligence, and Leadership.
9. Step 6 – Career path
People are not loyal to their job but to their careers. As a leader, if you
want to keep your employees happy, then you have got to guide them on
their career paths. Based on their experience and meritocracy level, the
benchmark would pull the ratings and show the person’s competency in
each skill.
10. Step 7 – Keeping people happy
These ratings will help the individual to plot their career path. The red line
represents the person’s ratings.
Step 8 – Learning Management System
All the above steps are useless if we cannot empower our people to learn
continuously. Since knowledge is past and learning is present, it is
essential to introduce a structured Learning Management System where
all the learning material on each of the skills and sub-skills is available with
assessment metrics.
11. Experience a course for FREE.
So how do you go about setting up these standards, and how much time
does it take? What are the best ways to measure the outcome?
At Pepper Square, we have spent the last 17 years answering these
questions. It is a continuous journey that never stops, and we are always
upgrading our processes to keep pace with changes in the marketplace.
For an organization of 100 people that partners with Pepper Square, it
would take anywhere between 8-12 weeks to implement these processes.
During this training period, we will share our learnings and tools as we
walk you through the entire implementation. You can certainly do it
yourself, but it is going to be a year-long exercise. By partnering
with Pepper Square, you can cut the training time in half.
Please share your feedback and also tell us what is missing and can be
upgraded from your experience.