Women and minorities still face many barriers in attaining leadership roles. To dig deeper into the underlying reasons as to why this is still happening, we…
With the global pandemic of COVID-19, several changes are being made among organizations faster than preferred. Organizations are having to redesign how they work by transitioning…
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As insignificant or cliché goals may sound, goals actually play a big role in our decision processes, whether we know it or not. Depending on ones’ views and approach, goals have the power to motivate, inspire, and give way to change. For this reason, it is not only important that leaders recognize the influence goals have in the business environment, but also know how they can best capitalize on theirs and their employees’ goal setting strategy so to attain the best performance outcomes possible.
Compared to common psychometric tests (personality or intelligence tests), 94% of participants viewed the Pinsight simulation as more interesting, rewarding, challenging, and insightful.
After 12 months of development, 79% participants improved their leadership skills as measured by a post-test. Overall, participants’ performance on leadership competencies increased by 11%.
The Pinsight assessment was unbiased and was free of unintentional discrimination (adverse impact) against women, those over 40, and racial minorities. In line with other research, women actually performed better on the assessment.
The Pinsight assessment was a strong predictor of leaders’ ability to retain talent on their teams: High scorers were 6x more likely to retain their employees than low scorers.
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