Month: October 2016

One-On-One Coaching

October 5, 2016Comments Off on One-On-One CoachingCoaching

You don’t need a coach. Not more than an Olympian who has won a gold medal and is aspiring for another one at the next Olympics. She’s been there, she’s done that; so what for?

In fact, once upon a time, coaching was the path taken for fixing things, and that’s no more. Today, it is an approach to develop the highest potential team members and to unlock the hidden resourcefulness of promising talent.

The International Coach Federation (ICF) defines coaching as “partnering with clients in a thought provoking and creative process that inspires them to maximize their personal and professional potential, which is particularly important in today’s uncertain and complex environment.”

Based on asking rather than telling, on provoking thinking rather than giving advise, on holding the person accountable rather than justifying their victim situation, some of the outcomes you can expect form coaching are:

  • More clarity over your career or personal challenge, a better framing of it, a fresh perspective at it and more flexibility around ways to deal with it,
  • An assessment of your leadership and personal strengths and key development areas,
  • A very effective, tailor-made development process that will move you towards achieving your desired outcomes,
  • Fast and effective tools and techniques to create change in both your behavior and thinking patterns, allowing you to clear any barriers that have been holding you back from excelling at what you wish to achieve,
  • A confidential sounding board that allows you to freely explore your own ideas and receive feedback,
  • The support, follow-up and encouragement to help you plan and execute the changes you want,

The way ahead starts with a couple of assessments to support creating awareness and a starting point for the coaching conversation. Then we match you with a coach from one of the various methodologies that we follow:

  • Executive Coaching
  • Life Coaching
  • Career Coaching
  • Business Coaching
  • Co-active Coaching
  • NLP Coaching

Once that is done, we draft, together with your coach, a coaching agreement that clarifies outcomes and measures. Then we collaboratively coach, develop competencies, follow up, and support all the way to execution and achievement of objectives.

 

Inventing Tomorrow

October 5, 2016Comments Off on Inventing TomorrowStrategy and planning

Inventing Tomorrow is a program designed to bring innovative and highly efficient strategic solutions to organizations, through harvesting the creative energies and natural abilities of people within.

Why we are inventing tomorrow? Because there’s no point in trying to predict it. As the world is changing faster than ever before, any attempt to forecast – or use the past as the reference for the future – can only bring a fake and often misleading sense of control. Taking ownership of tomorrow comes instead from the will to be the shapers of it, by envisioning a vibrant future that is worth fighting for, then taking the first steps towards making it happen.

Develop and Coach

October 5, 2016Comments Off on Develop and CoachTalent Management system

What if you were gifted with the power of sight? What if you were granted a dashboard, kind of a glass ball, that would let you know exactly what your employees development needs are, bias-free, hassle-free; be that before they join you or at any point in their career cycle?

With its ability to measure 175 job-related behavioral factors, counter-productive and   success-derailing tendencies included – all in 25 minutes; and its toolbox of useful, practical, easy-to-read-and-act-on reports, Harrison Assessments makes coaching, talent development and engagement more effective and efficient than ever.

Simply because your organizational talent will be developed taking both them and their jobs into consideration and because they’ll be coached based on their subjective particularities.

Engage and Retain

October 4, 2016Comments Off on Engage and RetainTalent Management system

The topic of employee engagement has never been hotter than today. With more to do, less time to do it, less budget to do it, and practically less talent to do it, what businesses need is what they long for the most: ultra-engaged employees who act like they’re volunteers for a cause.

The problem is not in defining that challenge, the problem is in solving it, especially when the classical tricks of benefits, rewards and compensation don’t seem to suffice.

Harrison Assessments can solve this for you with its 8 engagement metric categories  that can be gauged at individual, departmental, as well as organizational levels.

 

Development

Remuneration

Authority

Social

Appreciation

Communications

Personal

Work-life balance

Plan Succession

October 3, 2016Comments Off on Plan SuccessionTalent Management system

Harrison Assessments’ innovative approach to succession planning gives your talent pool access a personal career planning portal that allows them to spot the open jobs that they are most likely to enjoy and get engaged in.

At the same time, your decision makers will have access to a powerful dashboard that shows the talent pipeline in a perspective that uncovers not only its already spotted potential, but also the talent that might be hidden from the classical subjective identification channels; all objectively ranked according to their qualifications, behavioral competencies and job suitability.

This way, employees keep talent pools current and up to date, and decision makers can enjoy viewing clearer and deeper than otherwise possible, and making intelligent choices based on talent pool analytics and assessment-based career planning.

Benchmark Success & Replicate Excellence

October 2, 2016Comments Off on Benchmark Success & Replicate ExcellenceTalent Management system

Have you ever wondered what behavioral traits are responsible for success in your organization? HA can answer that question for you through its benchmarking algorithm and can build a blueprint based on which you can replicate that success whether you’re developing talent or recruiting.

 

Plot and Change Culture

October 1, 2016Comments Off on Plot and Change CultureTalent Management system

Are you who you say you are? Are you driving towards who you say you are? Where are you from who you say you are?

A few questions that HA can answer for you so that you can know exactly how you’re doing on your advertised corporate values and how you can get your organization to where you want its culture to be.

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