Lead your talents to better outcomes
Since the 1990s, workplace skills and behaviours have been assessed using online tests and other tools. These instruments produce reports on the user’s perception, regarding his -or someone else’s- performance, at a given point in time.
Over the last two decades, assessment and development solutions have been based on theory of personality traits. Recent insights have found this model to be inadequate. Performance and human potential- up until this point- have been measured through static methods that can be influenced by human bias, such as psychometric tools and interviews. In addition, these tools have not yet been integrated into company business processes, leaving useful data on skills & behavioural patterns disregarded.
How Winning Minds promotes talent development:
Incorporating Winning Minds in real meetings or in talent assessment and development centres offers companies access to rich data and patterns through time, which can be used for targeted talent development. Incorporating Winning Minds, the value for the business is:
Talent development takes place on-the-job, based on demonstrated behaviours during interactions
Development needs and interventions are within the context of performing within a team
There is dynamic, consistent, relevant, richer, talent profile
There is evidence-based developmental feedback and patterns through time
What insights do you get?
Critical Thinking is the objective analysis of facts to form a judgment, and generally includes the rational, skeptical, unbiased analysis, or evaluation of factual evidence. During a meeting it entails the manifestation of effective communication, reasoning and problem-solving abilities.
Influence & Impact is the ability to persuade or convince others to support an idea, agenda or direction, through the way you engage and communicate with them in the context of a discussion.
Social Behaviour includes any behaviour for which one member affects another member due to an interaction between these two members. Social behaviour includes the exchange of information, opinions and feedback and can be impacted by any individual present, a dynamic between two or more individuals, the team and/or environmental (situational) factors.
This high-level dashboard is generated by the integration of initial findings and an analysis produced by a second level, analytical observation. Observations focus on team demonstrated behaviours during the meeting such as risk attitude, problem solving attitude, mental agility, assertiveness etc.