Behind The Scenes, or ...

so much to do, so little time.  Sorry I haven't updated this space in a long time - I keep meaning to but we're working on so many TBO projects I've neglected the blog.  From a personal perspective that's good - it's called being in the "flow" - so engrossed in your work that time just slips by.  In talent/strengths philosophy it's a part of employee engagement, getting to do what you do best (and love to do) 70% of the time.

So, I'm lucky, but delinquent in keeping you informed!

The beta-testing of a proposed new performance management process concluded this summer, although the participants are continuing to use the process until a decision is made by our leadership.  If you're curious, you can find a good deal of information on the Human Resources site under Performance Management.  About half-way down the page you'll find some of the forms being tested, along with a Job Aid tool, the 8 Essentials of the proposed program based on over a year of research conducted by the Training and Development Committee, a process flowchart, and a Department of Labor website we have utilized for competencies.

The proposed process eliminates any rating of competencies except during an employee's probationary period.  Manager's participating in the beta-testing requested that competencies be considered during that critical period, and each position will have a list of unique competencies based on the requirements of the role.

If you get a chance, look over the information on the Human Resources site and pepper me with questions! 

Blog Kick Off!

Believe it or not the concept of this blog began a year ago! Now that Marketing has put their final touches on it and I'm faced with writing something, I feel paralyzed.

So, I'll start by letting you know that a new workshop has been added for your talent edification and strengths development: StrengthsQuest 34 Themes Report.  There are many folks that are anxious to see their full 34 themes report, and this is an additional avenue for doing that.  

There are several reasons why Gallup recommends these reports are not  distributed immediately after completing the StrengthsQuest™ Assessment.  First, human nature, at least for most of us, drives us to check out our "weaknesses" first!   And, since there is a lot of pressure in our society to "fix weaknesses", people tend to fixate on their "lesser" talent themes.  In talent philosophy and practices, it is generally inefficient and ineffective to try to "fix" weaknesses, and the focus is on managing our lesser talent themes.

The second reason is that, to really understand, affirm, and own our top five themes, link them to our successes, identify the strengths we're already developed because of our themes, and start consciously and strategically applying both our talents and strengths, is a lifetime journey.  Add another 29 and, well, it could be overwhelming for some of us!

Guess I overcame my writers block! We  hope you enjoy this site, will visit often, and help start great discussions.