Cynefin, pronounced “ku-nev-in,” is a Welsh term that roughly translates as “place” or “habitat”, and it is what serves at the foundation for the Cynefin Framework,…
Check out The Pinsight App “Get Started” video which launched in April 2020. This video is an introduction to the platform, how to use it, and…
It is important that those who are in leadership positions possess exceptional and effective leadership abilities within the increasingly complex world businesses operate in. Leaders have the ability to drive change, facilitate learning, and encourage motivation; all of which are the building blocks to productivity and success within their teams. Having a leader who can develop and better both the organization and its people is crucial to long-term success.
While many organizations have made progress towards diversifying their leadership make-up, it’s clear that women still face significant hurdles. Women are advancing to top level management, acquiring positions as high as Level 1-C-suite executives and presidents, and yet, women —especially women of color and stigmatized groups— remain underrepresented at every level in the workplace.
More and more organizations are implementing post-hire assessment programs for employee development and various personnel decision-making— like identifying high-potentials or confirming readiness of successors for key leadership roles. These types of assessment applications create unique ethical challenges because we’re assessing current employees vs. external job candidates and the assessment results usually have profound effects on employees’ future careers within the company. What are the best practices as you launch post-hire assessments?