This document discusses talent management solutions from Edison Talent including assessment, coaching, competency development, and leadership development. They help businesses evaluate their employees through various assessments and then develop talent through coaching or training. Their goal is to identify and focus on star performers who will take the business into the future. Edison consultants use psychometric tests and their experience developing competency structures for large organizations to help clients improve performance and return on investment.
The Importance of Business Acumen: One Manager's JourneyParadigm Learning
Business Acumen, knowing the business of your business, is a key ingredient to providing excellent human resource capability within an organization.
In this presentation, follow Ted as he learns how business acumen affects his role as Operations Manager. You will see the value in why all managers - and employees for that matter - should have a keen sense of business acumen.
Daniel assouline is an exceptional motivatorMessy Leon
Leading a modern organization in an increasingly globalized world with all its complexities and uncertainties can be an immensely challenging task for a leader.
How to get employees to trust managersPoonam Singh
If you've ever watched a suspense movie, you would have noticed that creeping sense of fear and tension as it draws to a close. Just like in the movies, your workplace could be suffering from a toxic work culture.
The Importance of Business Acumen: One Manager's JourneyParadigm Learning
Business Acumen, knowing the business of your business, is a key ingredient to providing excellent human resource capability within an organization.
In this presentation, follow Ted as he learns how business acumen affects his role as Operations Manager. You will see the value in why all managers - and employees for that matter - should have a keen sense of business acumen.
Daniel assouline is an exceptional motivatorMessy Leon
Leading a modern organization in an increasingly globalized world with all its complexities and uncertainties can be an immensely challenging task for a leader.
How to get employees to trust managersPoonam Singh
If you've ever watched a suspense movie, you would have noticed that creeping sense of fear and tension as it draws to a close. Just like in the movies, your workplace could be suffering from a toxic work culture.
Elanova assessment and coaching of Emerging and Senior Leaders. Elanova robustly assess your Talent and work in harmony with your organisation with tailored leadership programmes. Assisting your Learning & Development and Senior Management teams with Talent Development. Get honest with yourself with a Paradox Report.
Defining Your Employee Value Proposition. 34 Surprisingly Useful Questions to...Sage HR
Ready to define your EVP but don’t know where to start? We’re gonna lead you through it!
The process is actually pretty simple; all you need to do is interview your employees and analyze their answers. Find an online tool to prepare your survey. To keep you on the right path, check out 34 sample questions that will make the process a lot easier!
Once you have obtained the answers, understand the changes that need to be made in order to make the work experience appealing to all of the employees. It will take some time and investment but make sure you work towards having an effective EVP.
And remember, an EVP must be unique, relevant and compelling if it is to act as a key driver of talent attraction, engagement and retention – which is ultimately what your Employer Brand aims to do.
7 Companies Give Their #1 Tip For Reducing Employee TurnoverUrbanBound
Employee turnover is something a lot of companies struggle to combat. However, when managed properly, your employee population can work to support you, instead of fighting against you. We're going to show you how.
Learn more by downloading our eBook, diving into even more tips and explaining strategic ways to achieve success at your company: http://resources.urbanbound.com/companies-give-tips-to-combat-turnover
Decoding HR Success: Know What All Successful Human Resource Organisations Ha...HBA Consulting
HR needs to build a structure that clarifies accountability and responsibility for functional deliver, and establishes a business engagement model that ensures that the line areas know who to approach with their needs, and can rely on to follow through and deliver a worthwhile outcome for them.
Recruitment Agencies: How to Find the One for YouMyNextCompany
Whether you’ve just graduated or have experience in recruitment and want a change, there are many different recruitment agencies out there, which tend to fall into one of two types. It’s important to find the one that’s right for you, with a company culture and way of working that suits you best. In this article, we’ll give you some pointers to help you do just that.
Better work, better world is The Predictive Index's mission. To achieve this, we have built an intentional culture that every person at PI embodies. This is what makes PI a place people want to be, and a place named to 3 different best places to work lists (Glassdoor, Inc., Boston Business Journals).
Here is our culture code. We hope you'll be inspired to build strong company culture in your organization.
Come visit us at www.predictiveindex.com.
All managers and leaders are in the influencing business. We need to persuade people every day to take certain courses-of-action or thinking differently about a situation. This presentation explores the four influencing strategies and how you can improve your ability to influence ethically and honestly. The broadcast is based on Dr Tim Baker’s unique Influencing Capabilities Framework. Practical and easy to implement tools are shared during this presentation.
By the end of this broadcast, you will be able to:
• Identify the four main influencing strategies and understand their strengths and opportunities.
• Apply several practical tools to strengthen your influencing capability.
• Appreciate the importance and value of influence as a leader.
Mel Feller and Coaching For Success 360 – Coaching – Consultant - Training
By Mel Feller, MPA, MHR
Mel Feller Seminars, Coaching For Success 360 Inc. /Mel Feller Coaching
Coaching For Success 360 is a full service management, coaching and consulting firm specializing in all and every type of business coaching, training, and development. Experienced coaches and consultants provide solutions to tough business problems and the leadership needed to significantly enhance a company´s performance and productivity. Our specialties and offered programs are in the area of executive coaching, business development, and team building involving all sizes of businesses including real estate.
Coaching For Success 360 and Mel Feller have found that the standard cookie cutter training and development does not adequately address the needs of team and leadership development. Their established programs incorporating personal assessments, sound methodology, and hard questioning accelerates development, and ensures growth.
he world of work has changed for good. At first, we thought the changes to our work lives brought on by the pandemic would be temporary. But now it’s clear that they are here to stay. Leaders must accept these challenges head-on. And that means considering a new set of top leadership development challenges.
We conducted a survey with business and HR leaders from more than 100 companies about their top priorities to recover from the pandemic. The results revealed that leadership development is at the top of the list.
Nearly 75% of respondents said they are prioritizing development because their leaders will need different skills to navigate recovery and thrive in the future.
Elanova assessment and coaching of Emerging and Senior Leaders. Elanova robustly assess your Talent and work in harmony with your organisation with tailored leadership programmes. Assisting your Learning & Development and Senior Management teams with Talent Development. Get honest with yourself with a Paradox Report.
Defining Your Employee Value Proposition. 34 Surprisingly Useful Questions to...Sage HR
Ready to define your EVP but don’t know where to start? We’re gonna lead you through it!
The process is actually pretty simple; all you need to do is interview your employees and analyze their answers. Find an online tool to prepare your survey. To keep you on the right path, check out 34 sample questions that will make the process a lot easier!
Once you have obtained the answers, understand the changes that need to be made in order to make the work experience appealing to all of the employees. It will take some time and investment but make sure you work towards having an effective EVP.
And remember, an EVP must be unique, relevant and compelling if it is to act as a key driver of talent attraction, engagement and retention – which is ultimately what your Employer Brand aims to do.
7 Companies Give Their #1 Tip For Reducing Employee TurnoverUrbanBound
Employee turnover is something a lot of companies struggle to combat. However, when managed properly, your employee population can work to support you, instead of fighting against you. We're going to show you how.
Learn more by downloading our eBook, diving into even more tips and explaining strategic ways to achieve success at your company: http://resources.urbanbound.com/companies-give-tips-to-combat-turnover
Decoding HR Success: Know What All Successful Human Resource Organisations Ha...HBA Consulting
HR needs to build a structure that clarifies accountability and responsibility for functional deliver, and establishes a business engagement model that ensures that the line areas know who to approach with their needs, and can rely on to follow through and deliver a worthwhile outcome for them.
Recruitment Agencies: How to Find the One for YouMyNextCompany
Whether you’ve just graduated or have experience in recruitment and want a change, there are many different recruitment agencies out there, which tend to fall into one of two types. It’s important to find the one that’s right for you, with a company culture and way of working that suits you best. In this article, we’ll give you some pointers to help you do just that.
Better work, better world is The Predictive Index's mission. To achieve this, we have built an intentional culture that every person at PI embodies. This is what makes PI a place people want to be, and a place named to 3 different best places to work lists (Glassdoor, Inc., Boston Business Journals).
Here is our culture code. We hope you'll be inspired to build strong company culture in your organization.
Come visit us at www.predictiveindex.com.
All managers and leaders are in the influencing business. We need to persuade people every day to take certain courses-of-action or thinking differently about a situation. This presentation explores the four influencing strategies and how you can improve your ability to influence ethically and honestly. The broadcast is based on Dr Tim Baker’s unique Influencing Capabilities Framework. Practical and easy to implement tools are shared during this presentation.
By the end of this broadcast, you will be able to:
• Identify the four main influencing strategies and understand their strengths and opportunities.
• Apply several practical tools to strengthen your influencing capability.
• Appreciate the importance and value of influence as a leader.
Mel Feller and Coaching For Success 360 – Coaching – Consultant - Training
By Mel Feller, MPA, MHR
Mel Feller Seminars, Coaching For Success 360 Inc. /Mel Feller Coaching
Coaching For Success 360 is a full service management, coaching and consulting firm specializing in all and every type of business coaching, training, and development. Experienced coaches and consultants provide solutions to tough business problems and the leadership needed to significantly enhance a company´s performance and productivity. Our specialties and offered programs are in the area of executive coaching, business development, and team building involving all sizes of businesses including real estate.
Coaching For Success 360 and Mel Feller have found that the standard cookie cutter training and development does not adequately address the needs of team and leadership development. Their established programs incorporating personal assessments, sound methodology, and hard questioning accelerates development, and ensures growth.
he world of work has changed for good. At first, we thought the changes to our work lives brought on by the pandemic would be temporary. But now it’s clear that they are here to stay. Leaders must accept these challenges head-on. And that means considering a new set of top leadership development challenges.
We conducted a survey with business and HR leaders from more than 100 companies about their top priorities to recover from the pandemic. The results revealed that leadership development is at the top of the list.
Nearly 75% of respondents said they are prioritizing development because their leaders will need different skills to navigate recovery and thrive in the future.
Incorporating workplace development eLearning courses into your business is a great way to get the knowledge you need to successfully market and improve the productivity of your company. Get the knowledge and training your organisation needs to thrive for success. With these workplace development courses, they may just provide you with some extra valuable nuggets of information that can contribute towards your company achieving more success in 2021 and beyond.
If you are looking for an inexpensive way to train your staff or brush up on skills, whether you have 1 or 250+ employees then look no further.
Infographics on the link between effective leadership and business performance. Stats include development, employee engagement and emotional intelligence.
Nick krest - skills for a successful management careerNickkrest
Effective leaders must master all forms of communication including written, verbal and listening skills. As a team manager you're the line of communication between frontline staff and senior management.
15Five's Guide To Creating High Performing TeamsDavid Hassell
Managing a team has never been more complex. Knowledge-based workers are challenging status-quo leadership at every turn. How will you keep your A-players, ensure their happiness and call forth their best week after week?
15Five's Guide To Creating High Performing Teams contains helpful management tips on everything from building better relationships with employees to supercharging meetings and performance reviews.
How can organizations promote individual engagement to meet the extreme challenges and uncertainty of the times? And what can PXT Select™ do to help?
We explore the answers to these questions in Managing Rapid Change Through Employee Engagement.
1. TA L E N T
Maximise your business
potential with our talent
management solutions
2. Assessment
Coaching
Competency Development
Leadership
Therightpeopleperforming foryourbusiness
Seeking greater business potential
WE HELP BUSINESSES OF ALL SIZES EVALUATE THEIR PEOPLE.
MANAGING AND DEVELOPING TALENT MEANS TARGETING AND
FOCUSING ON THE TOP CONTRIBUTERS - YOUR STAR PERFORMERS.
Assessment can be car-
ried out in a number of
ways by using individual
psychometric tests, or in a
group setting over one or
two days. We can advise
what is best for you, based
on what your end goals
are in performing an as-
sessment in the first place.
As a result of assessment
the next step is most often
some degree of develop-
ment, this can be either
coaching or a traditional
classroom event. The
coaching option is often
seen as a more effective
route to developing talent,
simply because it is a
more tailored form of
development.
There may be occasions
when the main issue might
be a lack of ability to
measure performance pre-
cisely enough to gauge
what the real performance
needs actually are. This is
where we can help with
our competency devel-
opment process. It might
be that your existing com-
petency structure needs a
refresh or you may think
you need to start afresh.
Our consultants have ex-
perience of developing
competency structures for
some of the largest organi-
sations in the world and
can bring this experience
to bear on your business.
Ultimately through our
leadership development
we are seeking out the
people that are going to
take your business into the
future.
“Resilience - the intelligent deployment of limited personal resources”
Dean Becker - Adaptiv Learning Systems
Psychological resilience has become a factor that has recently
gained more attention in the business world mainly due to the
business and economic challenges that are facing organisations
and the people they employ. Simply put it’s the ability to overcome
setbacks and bounce back quickly to peak performance. We how-
ever, look at it a little closer in that we examine how an individual
will stay problem focused, stay on task and energised particularly
when facing large scale change, uncertainty and ambiguity.
Everyone can think of a situation when they have wasted too much
time trying to solve a problem where they have actually little or no
control over the outcome. On the other hand they can also think of
situations where they have disengaged and given up prematurely
and so missed the opportunities to solve the problems that come
there way. Whatever the case, they have missed a valuable
opportunity to place their limited personal resources where they may
get the best return for effort. It doesn’t have to be this way!
3. EDISON ASSESSORS AND FACILITATORS ARE USED BY
COMMERCIAL CLIENTS, HR CONSULTANCIES AND PROFESSIONAL
BODIES WORLDWIDE TO ASSESS AND PROVIDE FEEDBACK ON THE
PERFORMANCE CAPABILITIES OF THEIR PEOPLE.
Utilising core personal strengths
Enhancing individual performance
We will be most effective if we accept that there are things we
know we cannot change, have the courage to accept the things
we can, and develop the wisdom to know the difference.
HAVING ACCESS TO OUR PERSONAL DEVELOPMENT TOOLS WILL HELP YOU MAKE
INFORMED KEY DECISIONS WHEN IT COMES TO HIRING NEW PEOPLE, DEVELOPING
EXISTING TALENT AND BUILDING THE TOP PERFORMERS.
Consider the factors that are most
important for the performance of
your department, business unit or
organisation; attracting and retaining
key people, reducing churn rate, in-
creasing team members level of
engagement and being able to
maintain strong performance in
difficult circumstances, might just be
a few ideas that come to mind.
Our work with you will provide a
unique opportunity to gain an insight
into just what has led to success in
the past and what may need to be
achieved to be successful in the
future. And in light of this informa-
tion, who are the key people who
are going to bring you the highest
likelihood of success.
People working in todays organisa-
tions need to be able to utilise a
much broader range of styles and
behaviours. They must be highly
flexible in order to adapt to rapidly
changing business strategies, cul-
tures and evolving roles and struc-
tures. In study after study research
has shown that there are key fac-
tors, such as emotional intelligence,
resilience, learning adaption and
leadership style that have been
demonstrated to double and even
triple productivity, and to greatly
improve bottom line results.
Our clients don’t just view us as just another provider.
The deep relationship we develop lasts for many
years, in fact we have a number of clients who have
been with us since our starting in 1996. These
clients view us as a business partner, working with in-
dividuals throughout the organisation, delivering out-
comes that add value to the business.
We will create new paths to
improved performance through
developing greater;
Self-Awareness, Knowing what we
feel at the moment and using that to
guide our decision making, having a
realistic assessment of our own abili-
ties and well grounded sense of self
confidence.
Self-management, taking a facilitat-
ing approach, recovering well from
emotional distress, taking initiative,
persevering in difficult circumstances.
Social awareness, understanding
the perspective of others and
cultivating rapport with a broad
diversity of people.
Social skills, handling relationships
well, accurately reading situations
and interacting smoothly, using these
skills to persuade, lead and
negotiate.
4. Edison Talent
17 Ensign House
London E14 9XQ T +44 (0) 2081339750 www.edisontalent.com
Edison Talent is the talent management services of Edison Personal Development Ltd
Bottom line results
AS WITH ALL INVESTMENTS YOU MAKE
THERE HAS TO BE A MEASURABLE RETURN
THAT CAN BE DEFINED FROM THE OUTSET
When you use the services of an Edison
consultant you are tapping into a wealth of
experience gained from working with some
of the largest organisations in the world.
We bring that experience to you.
Whether you need our services for just one
person or the whole organisation you can be
sure that the same detailed analysis will be
used to show all aspects of individual
capability and talent.
As well as practical experience, each of our
consultants are professionally qualified,
members of the CIPD or other professional
body and have been accredited by the British
Psychological Society (BPS) to use many of
the wide range of psychometric instruments
available in the market.
So if you feel it’s time for change, contact us
now for a no obligation consultation, it’s free
and will allow us to demonstrate just what we
will do that will optimise the return you will
gain when you allow us to develop your
talent.
Now imagine the possibilities...