Work Psych
Summary: Work Psych is the 1st Industrial-Organizational Psychology Podcast where we discuss all things Industrial-Organizational Psychology, Human Resources and Leadership
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- Artist: Cody Martin
- Copyright: Copyright 2013 Cody Martin. All rights reserved.
Podcasts:
Work Psych - Yr 01 Ep 09 - Workplace Bullying
Work Psych - Yr 01 Ep 08 - Org. Change & Transformational Leadership
Work Psych - Yr 01 Ep 07 - Role of Human Resources
Work Psych - Yr 01 Ep 06 - Performance
Work Psych - Yr 01 Ep 05 - Potential
Work Psych - Yr 2 Ep 7 - Employee Surveys
The take-away this week is to consider salary negotiation part of the interview process as it gives insight into how the candidate manages conflict.
The take-away this week is to continue to let your organization know the experience, success and problem solving examples of your new executive during onboarding. Too often, new executives are tagged with not having political savvy or cultural fit when trying to make an early impact. When, in reality, the organization is not recognizing their experience, is incorrectly reseting their experience at day of hire and succumbing to the falsehood that their organization is significantly 'unique.'
One of the important points in this article is that the performance management should evolve from a process to a culture of transparent and frequent feedback that is collected and shared in a central system. My addition is that quantitative ratings from multiple different stakeholder can be weighted by the stakeholders role and then averaged into one final rating to determine reward; regardless of when the rating was captured. Enjoy!
One of the important take aways from this article is to succession plan for different scenarios; selecting different potential candidates given different potential business scenarios like sizes (bigger, smaller) product mixes (same, different) and timing (tomorrow, next year).
Executive Assessment helps with self-awareness but needs to be coupled with actions that lead to self-regulation. It is not enough to know your blind-spots and weaknesses. Executive Assessment is not about making executive nicer. There are just as many executives that need to improve their presence and ability to drive performance and hold accountable as there are executives who need to improve EQ. Determine which one you are and commit to changing. Organizations require change and so do leaders. What got you here will not get you there.
If you are recruiting using social media you should 1) have a strategy, 2) answer questions, respond to comments and post other things besides jobs, 3) measure success and 4) focus on making your applicant tracking system candidate interface to be simple and easy to use.
When conducting an assessment center, be sure to give the candidate a clear view of the organization, the job and how each activity in the assessment center is job relevant. The legacy practice of keeping assessment center candidates in the dark has no advantages and introduces candidate perceptions that may turn the best candidates away. See my podcast on Transparency in HR practices. Similar, after the assessment center is over, plan an informal and rewarding interaction between the candidates and the assessors to humanize them and the organization. This should be positioned to the candidates as their informal opportunity to observe and assess the assessors. By informal, I mean have beer and wine available.
Work Psych - Ep 17 - Cascading Objectives
Work Psych - Ep 16 - Leveraging Resistance to Change
