Is your organisation high performing?
Is your organisation high performing?
Are you in need for a high performing culture?
A recent article in the Financial Review outlined a performance-driven culture became the new standard in the world of global technology. Personal outcomes and task completion is the new benchmark for measuring one’s performance, easily and objectively, rather than tracking one’s office face time, effort or hours worked.
The success of performance cultures is underlined in their philosophy. Workplace is not home and colleagues are not family. Instead, employees are treated like professional athletes – ruthlessly traded or discarded, when getting old and unfit, or not suitable for the team’s overarching tactics. This allows companies to “hire, develop and cut smartly” so that they have top performers in every position.
What is the best approach to creating the culture? Treat your company like a professional sports team!
We would recommend assessing the core abilities of each of your team members and for those roles that require team work assess the teams’ dynamics through both assessment and action based learning. Just as in sport teams, high performing teams need to have a consistent set of values and motivators so they perform both in the work place and outside. To find out more about creating high performing teams through assessment our instrument holds over 3.5 million profiles for over 28,000 organisations and action based learning, contact PMLogic.
Hiring the right team for your organisation?
Are you hiring the right team for your organisation?
It is a challenge to ‘get the right people on the bus’ as Jim Collins states is one of the key principles of success is starting with ‘who’ not ‘where’ in his book Good to Great. The traditional hierarchical model and job for life as all but gone, the Financial Review published an article in February 2016 with headline “One way of keeping Millennials is to prepare them to leave” as a business owner this is a difficult concept to take on, but with Millennials who have grown up to become a generation of self-focused individuals, driven by the prospect of fast career progression, personal development and job satisfaction, it is a fact that needs to be accepted.
Millennials thrive by performing, giving their personal best and learning new skills every day. However, as soon as they start doubting and questioning the balance of their dedication and satisfaction, there’s nothing to stop them from leaving. Not even a pay rise or promotion, which can only postpone the inevitable by 18-19 months. With an average tenure of 3.4 years in a job, the best employers can do is to “string out the relationship for as long as it is mutually beneficial” and prepare their young and talented to leave. All on good terms, so that they can return in the future, experienced and dedicated to share their valuable and ever expanding skills.
Organisations can assist their team stay longer and feel valued for longer if they support Millennials by putting them into roles that align to their capability strengths. It is well proven that this approach not only will retain Millennials for longer, but will improve the overall results the team can achieve and the effort they expend will be less that those who are completing these activities not aligned to their core abilities.
To find out more on how to attract and retain high performing Millennials and increase your profitability whilst reducing cost, contact PMLogic.
 Caliper Profiling, a capability assessment platform with over 3.5 million profiles
Hiring CEO’s with the right qualities?
Are you hiring CEO’s with the right qualities?
In the highly volatile and rapidly changing world, CEOs can no longer be hired solely based on their intelligence, experience and past performance. Not even purely based on their competency fit as executive roles are no longer standardised and transversal.
Potential to adapt is the must-have trait of aspiring CEOs
Egon Zehnder, an executive search firm, identified a new hiring trend based on one’s potential to adapt while navigating through the chaotic and ever changing environment. Jobs of the future are likely to be more complex and a perfect competency fit will need to be accompanied by the “right potential to continue growing and changing and learning”.
Leaders of tomorrow will be curious, engaged, determined and visionary, on top of possessing vital characteristics already proven from traditional and competency-based hiring.
Do you have the leader of tomorrow lined up in your succession plan?
At PMLogic we are seeing many CEO’s being hired based on their ability to incrementally improve shareholder value by taking a conservative approach to their company’s growth, this may have worked in the past but will not do so in the future. Competitors are no longer coming from the same industry such as Tesla’s disruption of the energy industry due to improvements in battery technology needed for their vehicles.
 AFR, 27 October 2016 - http://www.afr.com/brand/boss/the-four-qualities-every-successful-leader-needs-20151019-gkcmt8
 Systems Thinking - https://en.wikipedia.org/wiki/Systems_thinking