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The top 4 reasons your job ad isn't attracting the right (or even any!) candidates
While there are many reasons people may not be applying for your job, if your job ad isn’t written to attract the right person in the first place, you’re facing an uphill battle before you’ve even started. Here are four reasons your job ad may be under-performing and what to do about them.
How does PI improve performance reviews?
The traditional performance review process can be time-consuming, subjective, and even biased. Using The Predictive Index (PI) in performance reviews helps the process by providing data-driven insights into employee behaviour and job fit.
What makes a good manager?
Being a good manager is essential to the success of any business or organisation. A good manager not only ensures that the company’s goals are met but creates a positive work environment that promotes productivity and retention.
Why many leaders tolerate poor performers
You know what’s ironic is that it takes many leaders months if not years to fire a poor performer, but they’ll hire someone at the drop of a hat. Go figure!
Designing the future: is your team "with" you?
If we want people “with” us, we need to paint what the future together looks like. The right people will buy-in…the wrong people will leave.
Tackling tough conversations with the G.R.O.W. framework
Here's a great framework for having those tough conversations you need to have with staff who are under-performing.
Are you big enough to cooperate?
We live in a highly competitive world; a world where competition is encouraged, lauded, in fact, in most cases. Yet is it the best way to achieve results?
Trusting self
To play a bigger game – to live up to all that you were born to be – you have to recognize, and let go of, ego.
Seven steps for effective delegation
If you’re not getting the results you want, chances are you’re not following the Heartwired 7-step framework of effective delegation.
In a tight labour market, employee retention is paramount
People only start looking for new opportunities when they feel under-utilised, misunderstood, and unappreciated. Retention has everything to do with leadership. Money is secondary.
How is PI different from DISC profiling?
Gaining insight into why someone behaves the way they do at work is one thing. Scientifically establishing in which roles a person will thrive (because it meets their behavioural drives) is a whole other level.
Why do some people find it SO hard to accept change?
Our individual approach to change stems from our need for consistency and stability. Some of us have a high need for things to remain constant and the same, while others (like me) have a need for it to be completely the opposite.
