McDonalds’ recently announced its 100th consecutive month of positive global sales. But Rich is quick to say that doesn’t mean “We’ve cracked the code and figured it all out.” Complacency is one of the pitfalls that he warns about. The state of mind he maintains is of “Where are there big opportunities for us to get better?”
Human Resource departments often struggle to be seen as serious contributors at the strategic planning table. More often HR is viewed as the department that hires, fires and administer benefits - in short, overhead. Floersch states having business acumen and the ability to talk the leaders’ talk is what is needed to be invited to the table.
Human Resources tend to talk a different language than CEOs. CEOs talk in spreadsheets and numbers and HR folks talk in terms of soft skills. Having a language to bridge that gap becomes necessary. Taking an analytical approach to your human resource demands and needs is that bridge.
Being invited to strategic planning table also means you must have something to offer that adds value to the organization. According to Floersch, “Most successful HR people have strong business acumen. You’ve got to have a curiosity about where the business is going and understand how the company makes money. The second thing is I think you’ve got to have a pretty good sense of the values and the culture. Designing something around motivation or leadership development that is off the shelf versus one that matches and supports what the company stands for is part of the puzzle that you’ve got to figure out.”
“We could not agree more”, says Cindy Mallard, Senior Consultant at Predictive Results. “One of the key benefits our clients get from using the Predictive Index® assessment is a customized, objective approach to motivation and leadership development. The Predictive Index® provides the framework our clients use to ‘support what the company stands for’ by hiring the right people and leading them in the best way possible.”
About Predictive Index®
The Predictive Index® System is a powerful process that combines behavioral assessment with world-class training and consulting.
At the core of the process is the Predictive Index® (PI®) assessment tool. Developed in 1955, PI helps managers identify the motivations and drives of their people. This insight provides managers with invaluable information for improved employee retention, coaching, leadership development, talent management, team performance and more. The Performance Requirement Options™ (PRO) profiles the behavioral requirements needed for optimal job performance. Working together, these tools ensure a strong job fit.
Companies interested in exploring PI® for their use should contact Predictive Results at predictiveresults.com or 904-269-2299.
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We help companies hire the right people and manage them more effectively. The right people in the right jobs, managed by effective leader, yields maximum results at minimum cost.