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Revealing the essential flaw in the organizational personality tests
Whether it’s part of the recruitment process or a team development initiative, most people have completed one of the popular organizational personality tests. It could be Myers Briggs Type Indicator (MBTI), DISC or one of the many others. Personality tests have become a de facto in corporate life. But do they really work? Is all the investment making a tangible difference? Well, that all depends on who answers the test!
Who is sabotaging the efforts to build trust in the team?
Trust is complex. It means different things to different people. Although, it’s fair to say that for everyone, a level of trust is foundational for human interactions. And from a business perspective, trust can manifest itself in different ways: loyalty, collaboration, productivity. Yet, trust is fickle. It can disappear despite all the good intentions. Why is that? Or maybe the question should be, who is sabotaging the efforts?
Why is it so hard to get succession planning right?
Its importance to ensure leadership continuity is not in doubt. Yet, succession planning continues to be a challenge for many organizations and eludes others completely. Is it the process? It’s true there is no one size fits all approach when it comes to succession planning. Or is it because it’s the only business planning process which involves emotion and triggers the ego’s insecurities?
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Brochure ‘Unlocking your Power!’
In order to stay successful and profitable, commercial companies need to continually adapt. The challenges may include entering new markets, remaining competitive or adjusting to new financial- and regulatory requirements. ‘Change’ has become the only constant. In this dynamic and complex world, it is important to keep employees connected to the organisation, their team and most importantly, their career.
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Awaken the flow to a more productive workforce!
Fior Flow facilitates organisations to become more productive. We do this through training and coaching to help their employees to change how they look at themselves, their career and their role in the organisation; for them to understand the power of the individual and their influence on team dynamics and take responsibility for their own career.