“Coaching” in a workplace context can mean many different things. Sometimes it’s about remediating a fault or addressing misconduct, other times about preparing for a particular challenge or a new role, yet others about reconciling personal and work issues. While all of these can be legitimate interventions, I prefer to think about workplace coaching as… Read more Performance vs Potential: A Coaching Foundation
It’s always disconcerting to me just how focused both organizations and individuals are on “weaknesses” in the context of competency assessment and performance reviews. It’s all about what needs to be improved, what are the flaws, what are the derailers. Who’s going to be enthusiastic about a process that is guaranteed to give bad news? It’s… Read more Strength, Weakness and Potential: Three Keys to Development
The biggest question that arises when an organization considers psychological assessment for some purpose (selection, development, both, etc.) is just what should be assessed. This is not a completely straight-forward question. Assessment tools come mainly in two flavors. On the one hand are tests that measure some element of cognitive capacity or functioning, such as… Read more Competencies and Assessment: Eternal Companions
Almost always in the public sector, and often in the private, medium to large scale projects for assessment, competency development or the like are the subject of Requests for Proposals (RFPs). Appropriate firms are invited to respond to the RFP, and the RFP may also be published so that others can review and decide whether… Read more Procuring HR Services
The question is — Do the twain ever meet? It’s a good question, because there is often rampant confusion about just what we mean by the terms “competence” and “competencies”. Understanding the difference is critical for anyone wanting to make sense of individual performance and potential. Let’s start with “competence”. In the sense that it’s usually… Read more “Competence” and Competencies