Every corporation has challenges in effectively utilizing the talent it has successfully recruited and placed in the organization. a number of major corporations in the United States: Boenig, MD Anderson, Univeristy of Texas, Maclane Corporation, to name a few; also uses the Birkman Method in succesion planning and addressing behavioral issues. Once the organization, like those mentioned, have the results from the questionaire from the data base this same set of results can be used after hire to provide insight to career development and even behaviorial issues.
The Birkman Method explores via an on-line questionaire, five areas of behavior: Strengths, Needs, Stressors, Intersts and Work Environment Preferences. From these basic areas a certified Birkman Consultant is able to coach the individual or manager with respect to "fit" for a current role or possible future assignments. With this information an Corporate Manager of Talent can offer more accurate insights to the management team for succession planning, career development and how to handle "unexpected issues".
In particular to addressing "unexpected issues", if the organization had a Birkman on all members of the team and a situation arose where a manager is promoted or transferred to a new position and has concerns with individual team members, a comparison report can be issued. The comparison report between the new manager and his / her subordinates can reveal possible "issues to watch for" that may be minor at present and with a few small adjustments get the team "on track". However, should the comparison report reveal substantial "issues to watch for" a game plan for intervention can be developed with the assistance of the Birkman Certified Consultant as an objective participant.
If organizations could "intervene" postively, before major issues developed between two very vital and contributing employees, the company would be well served in retaining both. The Birkman Method is available throughout the United States as well as internationall through trained certified consultants. Contact www.birkman.com for more information.
Sunday, June 29, 2008
Saturday, June 28, 2008
Can "Boomers' be Viable "Top Grading" Candidates?
Although most "Boomers" understand the advertisement meaning of words such as "upwardly mobile", "promotable", "possess growth potential", etc. as words to indicate "over 45 need not apply"; they still can be very valuable to "plug up" the wholes in experience and "getting the job done". If corporate Talent Managers could begin to realize the value "Boomers" have in reducing the attenuation curve as mentors to those meeting the "age" criteria and that as more "seasoned" professionals they can provide immediate support while the "youngsters" actually learn something that is of value; the "Boomer" could very well fit into the "Top Grading" scheme.
If you listen to managers in various functions within corporate America where "youthful" workforces are actively sought and courted unashamedly, you will hear of the frustrations due to the lack of productivity and internal dysfunction the young people are creating. Absenteeism is rampant among the younger set as they do not have the same work ethic as those "Boomers" who were in the jobs before them. In addition, this group of Young Americans never experienced "failure" since their parents, (those "Boomers"), protected them from any negativity. Not only does the younger set have difficulty handling accountability, a number actually bring their "helicopter hoovering" parents into interivews and disciplinary sessions to negotiate and / or argue with the Human Resources Manager. This actually happened when I held a Chemical Plant Human Resources position. I had called in one of the Process Operaters to discuss his absenteeism and he had his mother with him under the "Weingarten Rights". I told him that his "Weingarten Rights" were preempted by the collective bargaining agreement, that his union was his "sole representative" and that his mother could wait outside until his union representative arrived.
At least there is a "silver lining" on this little cloud of progeny, there is the next crop of young Americans on the horizon, the Millennium Kids. This group of youngsters will start showing up in the labor force in another 10 years. What is so positive about them? Number 1: there are more of them and Number 2: they have much the same work ethic as the "Boomers". So until then, it would behoove Corporate America to not pass over that "Boomer" too quickly for he or she just might make the difference in achieving the corporate goals more efficiently and productively while the current younger set down load music to their I-Pods.
If you listen to managers in various functions within corporate America where "youthful" workforces are actively sought and courted unashamedly, you will hear of the frustrations due to the lack of productivity and internal dysfunction the young people are creating. Absenteeism is rampant among the younger set as they do not have the same work ethic as those "Boomers" who were in the jobs before them. In addition, this group of Young Americans never experienced "failure" since their parents, (those "Boomers"), protected them from any negativity. Not only does the younger set have difficulty handling accountability, a number actually bring their "helicopter hoovering" parents into interivews and disciplinary sessions to negotiate and / or argue with the Human Resources Manager. This actually happened when I held a Chemical Plant Human Resources position. I had called in one of the Process Operaters to discuss his absenteeism and he had his mother with him under the "Weingarten Rights". I told him that his "Weingarten Rights" were preempted by the collective bargaining agreement, that his union was his "sole representative" and that his mother could wait outside until his union representative arrived.
At least there is a "silver lining" on this little cloud of progeny, there is the next crop of young Americans on the horizon, the Millennium Kids. This group of youngsters will start showing up in the labor force in another 10 years. What is so positive about them? Number 1: there are more of them and Number 2: they have much the same work ethic as the "Boomers". So until then, it would behoove Corporate America to not pass over that "Boomer" too quickly for he or she just might make the difference in achieving the corporate goals more efficiently and productively while the current younger set down load music to their I-Pods.
Friday, June 27, 2008
Using the Birkman Method To Increase Profitability
Many top organizations throughout the United States and world wide are in the throes of aligning their teams to meet dynamic and ever changing business demands. In many corporate jargon the activity associated with aligning teams to the strategic plan is known as "top grading". To "top grade" is to assess, compare, identify and execute to achieve top performance from those responsible for achieving the goals of the organizaiton.
The Birkman Methond is a multi-dimensional assessment integrating behavioral, motivational, and occupational data. This business-focused assessment is developed from scientific methodology to enhance interpersonal and occupational success. The Birkman Method, combined with a Certified Birkman Consultant, expands individuals’ personal awareness, enabling them to shift their perspective and reveal new choices. This new-found self-enlightenment allows individuals to achieve clarity, eliminate self-imposed limitations, and enhance their self-belief so they can better utilize their own strengths, as well as the strengths of those around them. Thus, individuals are more productive, motivated, and proficient. Accordingly, organizations flourish by retaining employees, generating complete awareness of their workforce, and deriving a culture that values teamwork where personal development persistently drives the success of the organization.
With over 30 years of Human Resources experience in various industries, regions and venues; I have never experienced an assessment tool as flexible and far reaching as the Birkman Method. Wors Consulting, LLC is the only independt certified Birkman Method consultant in the St. Louis Metropolitan Area as of June 2008. Our focus is on the alignemnt interests of individuals and organizations to insure "fit", we also offer Human Resources Generalist support to our client companies as needed.
The Birkman Methond is a multi-dimensional assessment integrating behavioral, motivational, and occupational data. This business-focused assessment is developed from scientific methodology to enhance interpersonal and occupational success. The Birkman Method, combined with a Certified Birkman Consultant, expands individuals’ personal awareness, enabling them to shift their perspective and reveal new choices. This new-found self-enlightenment allows individuals to achieve clarity, eliminate self-imposed limitations, and enhance their self-belief so they can better utilize their own strengths, as well as the strengths of those around them. Thus, individuals are more productive, motivated, and proficient. Accordingly, organizations flourish by retaining employees, generating complete awareness of their workforce, and deriving a culture that values teamwork where personal development persistently drives the success of the organization.
With over 30 years of Human Resources experience in various industries, regions and venues; I have never experienced an assessment tool as flexible and far reaching as the Birkman Method. Wors Consulting, LLC is the only independt certified Birkman Method consultant in the St. Louis Metropolitan Area as of June 2008. Our focus is on the alignemnt interests of individuals and organizations to insure "fit", we also offer Human Resources Generalist support to our client companies as needed.
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