Measure Your Success as a Business Leader
- Steve Williamson, VP Digital Marketing and Content Creation, eRep, Inc.
- Wednesday, August 10, 2022
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Tags: #hiring #psychometrics #talentacquisition
The way to measure your success as a leader is through the performance of your team. More than any other factor, the team you build is what determines the success of your organization.
Even if you are a company of one, the alignment of your skills and psychometric hardwiring to the needs of the role will determine with incredible accuracy your likelihood of success.
Hiring is no different. If you place a candidate with a strong predisposition for data gathering and analysis into a highly creative and people-oriented role, would you expect them to excel?
Success is achieved when preparation meets opportunity.
The needs of the specific roles on your team define the opportunity. The preparation part of this equation is how you select candidates and ultimately who you hire.
It is this convergence of individual alignment for the needs of their assigned role that produces great results.
Great leaders know how to delegate responsibilities to those best suited to accomplish them. This not only applies to their executive team, but to all employees at every level of the organization.
How do you determine who is best suited to a role and who is not? This is achieved through a two-step process.
First, you define the requirements of the role and the ideal psychometric profile that suits it.
Second, you screen candidates using the same psychometric methods and tools you used to profile the role. Those candidates who are highly aligned to that role move ahead to the next phase of the hiring process. Once their education and qualifications have been evaluated, the top two or three candidates are interviewed and an offer is made.
What if you already have a team in place? You still conduct the first step of this process by psychometrically evaluating the needs of each existing role. The second step shares a lot of similarity, but instead of having new candidates apply, you conduct psychometric profiles of your existing staff.
Those who are significantly misaligned to their role are reassigned to roles more appropriate to their psychometric profile and experience. Training can be provided as needed to fill in the gaps once staff have been more appropriately allocated.
Workers who are psychometrically aligned to their role outperform their misaligned peers by up to 200%, and experience 50% or lower turnover.
Most business leaders have at least a passing familiarity with psychometrics and the various tools that have been around, such as Myers-Briggs™, The DiSC™, and others. The Core Values Index™ has surpassed its competitors by proving it has the highest repeat reliability rating (aka accuracy), making it the new market leader.
The CVI™ and its related tool, Top Performer Profiles™, are used in combination to screen candidates and existing employees alike.
A TPP is conducted for each role to produce an ideal CVI profile. Candidates complete a CVI assessment and their scores are compared to the intended role. Highly matched candidates move forward in the screening process. As described above, the same combination of TPP and CVI assessments is used when evaluating existing employees within the organization.
Using this TPP+CVI approach, unconscious cognitive biases can be avoided. These biases, when allowed to exist unchecked, can prevent otherwise appropriate and qualified candidates from being considered. They can also lead to homogenous teams or even stilted company cultures that stifle innovation and growth.
Diverse workforces perform better and have higher productivity. Companies with diverse executive teams are more profitable.
Diversity is one of the first things to suffer without appropriate checks on unconscious biases.
When evaluating the appropriateness and usefulness of the Core Values Index within your organization, it is highly beneficial and cost-effective to conduct a CVI Foundations Course.
This 2-3 hour entertaining and informative event provides your executive team or even your whole organization with the foundational knowledge you need to understand how the CVI works, its benefits, and how to get the most out of it within your company.
Your ultimate goal is to put the right people into the right seats throughout your entire organization. The use of psychometric profiling using the CVI is your most cost-effective and accurate way to do that.
The performance of the team you build around you is one of the best ways to measure your success as a business leader. That all starts by putting the right people into the right seats.
Core Values Index™ and CVI™ are trademarks of Taylor Protocols, Inc.
Go to eRep.com/core-values-index/ to learn more about the CVI or to take the Core Values Index assessment.
Innovator/Banker - VP Digital Marketing and Content Creation, eRep, Inc.
Steve has a career in project management, software development and technical team leadership spanning three decades. He is the author of a series of fantasy novels called The Taesian Chronicles (ruckerworks.com), and when he isn't writing, he enjoys cycling, old-school table-top role-playing games, and buzzing around the virtual skies in his home-built flight simulator.
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