Archive for ‘HR’ Category



3 Myths About 360s

dreamstime_xs_43030598Research confirms that leadership skills positively influence sales, net income, turnover and employee engagement.

So how can you ensure that your leaders have the competencies and skills they need to drive results? By implementing a 360-degree feedback process for all your leaders. For almost 20 years, our firm has been designing and implementing 360-degree feedback tools for a diverse group of clients throughout North America. We’ve discovered that despite the popularity of 360s, there are three myths.

Myth #1: One size fits all.

Organizations are unique in terms of strategy, direction and competency models. 360 tools need to be customized to reflect these and uncover the challenges or roadblocks. Is change leadership important, given shifts in the market place and your new priorities? Do you want to improve employee engagement, through improved coaching and mentoring? Or is your goal to break down silos through enhanced collaboration and teamwork?

Myth #2: We won’t get great response rates.

Our clients have achieved anywhere from an 85-99% percent rate from the C-Suite to individual contributors. The key to high participation rates is to ensure that leaders understand the why, what, how and when. Communicate the reasons to have 360s in an interactive group session, so that questions and concerns can be voiced. Emphasize confidentiality and anonymity. Communicate your commitment throughout the entire process.

 Myth #3: A 30-minute debrief is enough to create behavioural change.

Absolutely not! Leaders require an opportunity to read and reread their report on their own, with guidelines. Then they need a 1-2 hour debrief with an experienced, skilled coach followed by at least one coaching session to create a leadership development plan. The plan should define goals, activities, resources and timelines and be supported by the individual’s leader.

If you would like to discuss a 360-degree tool for your organization, please contact us at 905-990-2515 or email jhill@coreconsultinginc.ca. We look after every detail in the entire process, from customizing the web-based 360-degree survey, to administering the survey, to responding to questions and to compiling a detailed report for the leader and coach. Our team of highly experienced, skilled coaches will conduct insightful coaching debriefs with your leaders and collaborate with them to develop impactful leadership development plans.


How “Interesting” is Your Personality Assessment?

Recently I’ve been researching personality assessments for clients who are looking for something more substantive than tools they’ve used in the past.

After narrowing the list, I tested several, curious to see how they compared with my self-knowledge and other assessments I work with.

A new tool, the Work Personality Index® intrigued me. It measures 21 traits including two that are so important in today’s work place: Dealing With and Managing Stress and Identifying and Managing Change. It also outlines recommendations that help enhance job fit and career satisfaction.

What were my results? During the debrief, I asked the coach what he thought about my report, given that he works with a huge number of coaches and consultants. His response: “interesting.” When I pointed out that that was the term my mother used to tactfully describe something that she didn’t like, (such as my new coif), he laughed and then volunteered that my report was “unusual.”

The good news: my profile is an ideal fit with my work, interests and preferences.

My high scores: Energy, Innovation, Initiative and Flexibility.

My low scores: Rule-Following and Democratic.

No wonder I’ve been happy helping clients learn, grow and develop in ways they never thought possible.

If you’re keen to try out this tool, please call or email me. We have a limited supply of complimentary assessments available this month.

In the meantime, thanks for giving me opportunities to create, challenge and break some rules!


Can Your Team Improve?

Try Our Team Effectiveness Survey

Want to improve your team’s performance? First determine your team’s strengths and development opportunities. Then generate a conversation with your team about the results and do some action planning.

Our Team Effectiveness Survey assesses 5 key characteristics of high performing teams:
Team effectivness 3 crop

  1. At the centre of our 5-D Model for Team Effectiveness is Trust and Respect. Trust and Respect exist when every team member’s contribution is valued and you have confidence in each other’s intent.
  2. Teams that are Results Focused have a clear vision of the future and what they want to achieve. Your entire team has challenging goals aligned with your strategic plan and the organization’s direction.
  3. When your team has effective Interpersonal Communications, they openly share ideas, information and perspectives. They give each other feedback in a timely, constructive manner.
  4. Team Processes refers to specific processes and models that your team uses to communicate, solve problems, make decisions, share information and resolve conflict.
  5. When members fully support team goals and decisions and are accountable for team results, your team has Commitment.

Keen to learn how your team is doing? Our electronic survey will give you an instant snapshot of your team’s effectiveness. It takes approximately 10 minutes to complete the confidential survey. We then summarize the data for easy analysis and action planning. Your team can then discuss the results (using our leader’s guide) or we can facilitate a dynamic, interactive session for you.

Our Team Effectiveness Survey has provided amazing insights to organizations such as pharmaceutical, hospitality, property management, not for profit, retail and mining. For more information including costs, please contact:

Joan Hill directly at jhill@coreconsultinginc.ca or (905) 990-2515.


Are You Someone’s Best Boss?

In our Coaching for Results workshops, we ask participants to describe the behaviours of their best boss ever. What did she do that motivated and inspired them to do their best? What specific actions did he take that forged engagement?

The joint work teamwork of two people man and girl travelers help each other on top of a mountain climbing team, a beautiful sunset landscape.Our review of hundreds of responses over the past two years reveals the top 5 behaviours that the best bosses regularly demonstrate:

  1. Opportunities to Grow: Giving employees stretch opportunities to develop new skills and confidence.
  2. Open, Honest Communication: Keeping staff informed, asking high gain questions and actively listening to their input.
  3. Feedback: Providing balanced, constructive feedback in a respectful manner.
  4. Delivering on Promises: Doing what they say they will do, walking the talk.
  5. Caring: Demonstrating interest in staff, not just their results.

For more information about our Coaching for Results workshop or our other leadership development services, please visit: www.coreconsultinginc.ca or contact Joan Hill directly at jhill@coreconsultinginc.ca or (905) 990-2515.


Fatal Flaws of Leaders

What are the most common weaknesses of leaders? How do you compare?

A recent survey of 545 senior managers in three different organizations by the firm Zenger Folkman reveals some fascinating insights:

 

The data reveals that the most prevalent “fatal flaws” of these leaders are: developing and motivating others, building relationships and teamwork. Ironically as leaders climb the corporate ladder, these skills become increasingly important, as opposed to setting goals, developing strategy or driving results.

The good news is that after receiving coaching 75% of the lowest rated leaders improved their behaviours as determined by subsequent 360° surveys.

What do you need to focus on? Would coaching help you improve your leadership effectiveness?

CORE offers a 360° tool that evaluates 16 key leadership competencies and a full suite of leadership training programs.  We would happy to set up a complimentary meeting to discuss your needs.