Every person is unique and we all have our own strength and weakness.
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 Motivation or “Self-Motivation” Skill To "motivate" is the act of giving somebody a reason or incentive to do something, to get other people to move into action, to act on whatever view you have influenced to take. And self-motivation is to get yourself doing things with discipline, practice and achieve the ultimate goals. A self-motivated person is more driven and adapts to changes, a motivated leader with the right approach can drive the team to achieve better results. So what are the great questions to assess a person's motivation skills?
- Three Questions to Assess a Person’s Trustworthiness” The business world and our society have become over-complex due to the abundance of information, hyperconnectivity, fierce competition, urbanization, and globalization. Hence, trust is one of the key ingredients of future corporate leadership and overall business relationship building. It takes breadth and depth of collective cognizance & effort to build up a working environment with the culture of trust. So how to assess a leader or a digital professional’s trustworthiness?
- Three Questions to Assess a Person’s Self-Awareness: Self-awareness has generally been viewed as an individual attribute, it’s the introspect and ability to understand your own personality, emotion, thought processes, habit., etc. Knowing who you are and how you react and respond in different situations can help you understand and improve the cognitive, relational and assertive actions you take on a day to day basis. It could also help you to make either career or life as an adventurous journey to discover the path you take and unleash the talent potential. Which questions should ask to assess a person’s self-awareness ability?
- Three Questions to Assess a Person’s Professional Maturity: Nowadays businesses become over complex and hyper-competitive, and the digital workforces today are multigenerational, multicultural and multi-geographical, the work is no longer just the place where you go, but the tasks you accomplish and the vision you fulfill. Therefore, professional maturity is the required quality for digital leaders and professionals to show emotional maturity, intellectual maturity and bring wisdom to the workplace for building a high mature digital organization. What are a set of good questions to assess a person’s professional maturity, though?
Three Questions to Assess a Person’s Strength? Every person is unique and we all have our own strength and weakness. Knowing who you are or being self-awareness, allows you to become a better person or a higher quality professional. Knowing who you are and how you react and respond in different situations can help you understand and improve the cognitive, relational and assertive actions you take on a day to day basis, understand your strength also helps you to unleash your full potential and better manage your career path and professional life in the long run. What are insightful questions to assess your (or others) strength, not for making a pure self-judgment, but to understand yourself (or others) in profundity?
Talent Management Monthly Brief: See Through Talent from Different Angles VII Apr. 2016
Talent Management Monthly Brief: See Through Talent from Different Angles VI Apr. 2016
See Through Talent from different angles Mar. 2016
See through talent from different angles Nov. 2015
Talent Management Monthly Brief: See Through Talent from Different Angles VI Apr. 2016
See Through Talent from different angles Mar. 2016
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