Would you benefit from an affordable, accurate, and professional 360 Degree Assessment?
InclusiveWorks® operates an online assessment portal utilizing Plumeus/Arch Profile, pre-eminent worldwide providers of psychological assessment products and services to human resource personnel, therapists, academics, researchers and a host of other professionals around the world.
A continually expanding battery of assessments and new features has been a hallmark of the service since its inception in 2002. The development and support for the assessment center is comprise of a dedicated team of psychologists, test developers, researchers, statisticians, writers, and artificial intelligence experts.
The battery of profile tests are used around the world for a variety of purposes by recruiters, counselors, life coaches, consultants, sports coaches and athletic organizations, academic researchers, university professors and students. …
InclusiveWorks® is seeking to attract a reference list of published reports and studies showing clear superiority in business performance, including and especially profitability, process gains, quality of decision-making, and overall market and financial performance of the business, government, or nonprofit organizations directly attributable to one or more planned, implemented, monitored and reported Diversity & Inclusion programs.
The documented results can be pretest-posttest, direct comparisons to competitors, comparisons to industry or market averages (including indexes), or, in the case of new market entrants, revenue/profitability growth rates, market share/saturation growth rates, consumer/client preference/awareness rates and any other specific key success indicators that relate directly to financial performance. …
The Cannibal King was feeling poorly, fatigued, headaches, digestive problems, and more. So he made an appointment to see the tribal Witch Doctor.
“I’ll run a few tests,” said the Doctor. The results should be back next week.”
During the follow-up visit, the Witch Doctor reported the results.
“Well, Chief, you’re going to have to change a few things. You’ve got high blood pressure and a slight LVE. Your BMI is over the top, you’re about 80 pounds overweight and you’re wheezing like a grampus. Your cholesterol is through the roof. …
RULE #1 STAY FOCUSED ON THE GOAL.
RULE #2 HAVE THE RIGHT GOAL.
This worker recognized and assessed the problem. He had the skill, strength, and technique to accomplish the task. He demonstrated the determination to get the job done quickly. He’s even dressed for success, looked the part, appearing every bit like exactly the man you’d want for the job. Can’t help but wonder if the problem was the presence of the camera and the distracting thought that an otherwise routine task might become something more than just the mundane fall of a rotted tree in a remote muddy backwoods. We might guess that as he realized he was going to easily score a cool takedown barehanded, he began mentally celebrating the win before he crossed the finish line, doing the end-zone dance in his mind before he reached the goal line. Was he imagining himself moderating the video with his buddies or his sons instead of preparing himself to get out of the way of his own success? …
IKEA: NO RUG FOR YOU!!!
If Ikea’s brainwave machine wasn’t feeling the love oozing from customer neurons, then they wouldn’t let customers buy their $500 art rugs.
Yes, neuroscience has leaped from tricking you into buying things you don’t need or want, to preventing you from buying what you do want. It’s not enough just to want it. You have to LOVE it, or “NO SALE.”
How long do you think it will be before HR straps the metal lightning rod helmet on you during the interview to see if you LOVE the job, or you merely want the paycheck? Or maybe you’ll get called to HR after five years on the job for the annual engagement exam, and the red buzzer will sound, and the Artificially Intelligent SIRI/ALEXA voice will yell, “NO JOB FOR YOU!!!” Maybe marriage counselors can connect to your Apple Watch during a session and get to the heart of the problem. …
We often hear that young people need to see ones who look like them in roles to which they can aspire. Often, that is only true if young ones have limited views of who or “what” they are. It isn’t merely the exceptionally talented person who becomes the “first” to break through a traditional barrier or a ceiling, or the first to achieve a feat. It is the person who has a more comprehensive view of who they are as a person, not just as a “type.”
Teaching young people about their “diversity” is fraught with characterizations of classification and categorization, and psychological iconization. Personhood, however, is the quality or condition of being an individual person, one who needs only believe in their own unique and unlimited personhood to achieve any vision and version of their own future. …
Our abilities are limited only by our thinking. We can be the best JackRabbit we can be, if only we believe.
LEADERSHIP INTEGRITY isn’t easy to maintain. The term is tossed around fairly freely in leadership discussions, but often without mentioning is the hard realities of a refusal to be compromised.
No, that doesn’t mean that we cannot negotiate a workable compromise.
Being compromised is altogether different than compromising on matters that can be negotiated without giving up one’s own principles of conduct. This is true for leaders especially because their decisions have effects far beyond just themselves.
Where a genuine challenge to integrity is involved, whether we’re in the C-Suite or in the C-ubicle, we may find ourselves standing at that thin bright red line where compromise crosses over into being compromised. …
UPSIDE DOWN, he changed guitar playing and popular music permanently.
Left-handed in a right-handed world. It wasn’t just the way he held and strung the instrument, but the incredibly unique music itself that poured out of Jimi Hendrix.
Just one example of his unique play is still called “The Hendrix Chord,” was a standout then, and is a standard today. Even as he was changing the world, we can hear him on the video saying, ‘I was scared to death…’ Humility. He never lost it. …
CHIEF DIVERSITY OFFICER JOB DESCRIPTIONS — STOCK THE LAKE?
Should CDOs be tasked with developing processes that “coordinate” job applications (i.e., applicants) to create an artificially inflated number of minorities/females in the finalist candidate pool? The Harvard Business Review pointed down this road back in 2016, citing compelling research showing minorities and women have a better chance of getting hired when their numeric proportion in an interview process achieves a ‘tipping point’ toward more unbiased consideration. How would CDOs “coordinate” the candidate pools to facilitate reaching this tipping point? Is this tactic a practical way of solving the “diversity” hiring shortfalls and related challenges?