People are always the most invaluable asset in businesses. “Hiring the right person to the right position at the right time,” is the mantra of many forward-thinking organizations. The question is how would you define the right people? How do you define wrong, average, mediocre, good, great or extraordinary person? Or put simply, for what should they be right? Traditional Performance Management focusing on measuring what an employee does (mainly being told to do) in a quantitative way is not sufficient to identify high performance or high potential, should we see through talent from different angles?
See Through Talent from Different Angles
- Three Questions to Assess a Person’s “Resourcefulness” We are moving from the age of information scarcity to the Digital Era of data abundance, from building a workforce with understanding of the existing knowledge to grooming an innovative team who can co-create and share new knowledge; from tolerating people having a “graduate attitude” after receiving the certain years of formal education to empowering the lifetime learners who continuously learn with the hybrid digital learning style. Digital professionals need to be intellectually curious, resourceful and learning agile. What are specific questions to ask for assessing a person’s “resourcefulness,” and how can digital professionals speed up to ride above the learning curve, and climb the information pyramid (information-knowledge-insight-wisdom) more effortlessly?
- Three Questions to assess a Person’s “EQ” Emotional Intelligence is the ability to identify and manage your own emotions and the emotions of others. A mature reaction to a given situation will determine your level of Emotional Intelligence (EQ). Higher EQ helps you have an open mind, minimize biases, be cautiously optimistic, be an effective listener and be more creative. More specifically, how to assess a person’s “EQ” level?
- Three Questions to Assess a Person’s Ingenuity: Generally speaking, creativity is an innate process to create novel ideas; ingenuity is the ability to solve difficult problems, often in the original and creative way. It is the qualification to be creative, insightful and inventive. Some say ingenuity is the distant cousin of creativity, ingenuity often demands creativity as a mixed ingredient for puzzle-solving or invention. Ingenuity is increasingly important because the business world becomes overly complex and hyper-connected, so which questions to ask for assessing a person’s ingenuity?
- Three Questions to Assess a Person’s “Judgmental Intelligence”: Both businesses and the world become hyperconnected and overly complex, either for leaders or digital professionals today, to survive and thrive in such a “VUCA” new normal, you need to have multidimensional intelligence such as IQ, EQ, SI (Strategy Intelligence), CI (Creativity Intelligence) and JI (Judgmental Intelligence) etc., for both doing the right things and doing them right, making sound judgment and bringing the wisdom to the workplace. Which questions should you ask to assess a person’s “Judgment Intelligence” though?
- Three Questions to Assess a Person’s Gravitas? Gravitas can be defined to mean of substance, seriousness, or dignified demeanor. And it is important to both those who aspire to lead and those who allow others to lead them. Individuals who possess gravitas work to maintain decorum most conducive to achieving the desired results regardless of the situation at hand. They also present Emotional Excellence to make positive leadership influence. It becomes a significant leadership and professional quality. More specifically, what is Gravitas all about, and how to assess a person’s gravitas?
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