Using accurate behavioral suitability data that lays out one's motivations, tendencies, attitudes and behavioral competencies greatly increases management effectiveness when used properly. Unfortunately, when we discuss this with many, they think about their efforts to use personality typing data, trying to find value in D or I or E or N "types". In fact, using "types" can often make the understanding of the person even murkier for a variety of reasons, but focusing on actual traits where the trait's intensity is accurate and where negative traits are also measured, provides a much more powerful method for improving management interactions. In this 2 part series, our aim is to give you some perspective for how a manager can use this to improve their leadership and additionally to provide an overview of the data that is used. This is part 1 of 2.
Improving Business Performance through Better People
Decisions, Management and Engagement: A Discussion
Predicting of the Performance of People
One of the most difficult challenges managers face is choosing the right people and understanding how to get them to perform at their best. During the last 12 years of our experience, we have found no other tool except the Harrison Assessment that enables this kind of capability with incredible accuracy and insight.
"The U.S. Department of Labor has estimated the costs to replace an employee to be approximately 1/3 their annual salary; but when you start looking at the impact of hiring the wrong employee and having to replace them, some studies say 2.5 times annual earnings, some 4 times and some even higher." AGILEdge
