Sagency

Does Improving Emotional Intelligence Impact the Bottom Line?

sagency — Mon, 18 Mar 2013 15:20:17 +0000

Daniel Goleman, one of the pioneers for helping the world and workplace understand emotional intelligence, argues that Emotional Intelligence (EQ) is a much better predictor of success than IQ. One reason for this is that most managers, executives and specialists have already met the minimum IQ barriers to get where they are today. Therefore, everyone else in similar positions have similar IQ’s. Adults cannot prove IQ by working on it. EQ is a totally different story. EQ can be improved and managers, leaders or specialists with high EQ are better able to obtain favorable results with subordinates, team members and customers than their counterparts. For more information on the Emotional intelligence in the workplace, download the White Paper below from our assessment partners, TTI. We also highly recommend the Daniel Goleman’s book: Working With Emotional Intelligence.

TTI White Paper: Controlling_Emotions_in_the_Workplace-1

Let the Job Talk

sagency — Thu, 11 Oct 2012 12:27:53 +0000

Job Benchmarking

Businesses everywhere are seeking better ways to secure the talent necessary for success. But what talent does a job require for superior performance? Only the JOB has the answer, so let the job talk and

listen carefully. We use TTI’s patented job benchmarking process which enables businesses to assess the job and talent to find the best job fit.

Depending on the benchmarking tool used, you can quickly determine the behaviors, values, personal skills and task preferences required for superior performance. TTI’s job benchmarking process makes it easy to remove common biases often associated with the hiring process. Instead, factual data based on job requirements provide a solid foundation for coaching and hiring success!

The Job Benchmarking Process

TTI’s patented job benchmarking process is a unique and effective solution because it benchmarks a specific job, not the people in the job. To do this, we let the job talk through an interactive process and job assessment. With the expertise of a TTI Value Added Associate, the job benchmarking process will help you make your next great hire.

• Identify the Job to be Benchmarked

It is important to understand why the job exists, how success in the job is measured, the history of the position and how it fits the company’s strategy.

• Identify Subject Matter Experts

Subject Matter Experts are people within the organization that have a direct connection to the job and use their expertise to create the job benchmark.

• Define the Key Accountabilities

Subject Matter Experts let the job talk and define the position’s key accountabilities, or critical goals and key business successes the job is accountable for.

• Prioritize and Weigh Key Accountabilities

The Subject Matter Experts rank the key accountabilities by importance and time requirements.

• Respond to the Job Assessment Individually

Based on the key accountabilities, each Subject Matter Expert responds to the job assessment, providing their input on performance requirements of the job.

• Review the Multiple Respondent Report

Based on a unique analysis, the Multiple Respondent Report combines the input of all Subject Matter Experts to create a benchmark for the job that lists the job requirements in each category measured.

• Compare Talent to the Job Benchmark

A talent assessment on the same scale as the job will identify the characteristics an individual will bring to the job, allowing you to easily determine the best job fit and identify coaching opportunities.

• Discuss the Results & Implementation Strategy

Within the framework of a company’s overall selection process, effective hiring decisions can be made and productivity can begin immediately.

Modified from TTI’s 2008 article Job Benchmarking. For more detailed information on job benchmarking and job matching, check out this white paper.

Assessments

sagency — Mon, 11 Oct 2010 12:27:53 +0000

In order to help leaders and organizations maximize health, growth, and impact, Sagency utilizes the following web-based assessments:

Behaviors and Motivators (DISC and PIAV)
Emotional Quotient
TriMetrix HD
Custom 360-degree Surveys
OD Surveys

Their are many applications for these assessments within your organization including:

Job Benchmarking
Talent Selection
Onboarding
Performance Management
Leadership Development
Executive Coaching
Organizational Development
Performance Appraisals
Succession Planning

& offshore merchant account

Strategy

sagency — Mon, 11 Oct 2010 12:27:53 +0000

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Path:

offshore merchant account