Category Archives: Uncategorized

Looking for the 100%-Fit Candidate? Dream on...

Don't hold your breath. Practically no job candidate has exactly what is needed for the highest level of success on the job. As a hiring manager or HR professional, you are always compromising. Hiring is like dating - if you get close to what you really want and need then you find ways to live [...]

When Stress Turns Normally Stable Employees into Raving Lunatics

Everyone has their limits, however, some people reach them much more quickly than others. When employees are stressed, they often behave in ways that are quite unlike them under normal circumstances. They may act out in ways that are puzzling to their co-workers and make themselves literally sick with stress and pressure. Later, they may [...]

What Physical Injury taught me About Paradox Theory

I broke my left wrist recently. Fortunately I am right-handed and since I am not a bricklayer, I thought, no big deal, right? My right hand can carry the load while my left hand recovers; hardly a recipe for disaster for someone who works at a desk. In fact, I was coping quite well for [...]

Entrepreneurship: What Makes for Success and Can We Assess for It?

What is Entrepreneurship and What's the Hype? Entrepreneurship is defined as "the process of designing, launching and running a new business, which typically begins as a small business, such as a startup company, offering a product, process or service for sale or hire, and the people who do so are called ‘entrepreneurs’" (1). The financial [...]

Deliberately Developing Organizations and the Harrison Assessment: Soul-mates

I recently read, "An Everyone Culture: Becoming a Deliberately Developmental Organization," by Robert Kegan and Lisa Kaskow Lahey (2016) and I went crazy highlighting passages. This work is so important, so inspiring, and so intelligent, I just can't say enough about it; I urge you to read it as soon as you possibly can. And, [...]

Assessing Culture-Fit: Is This Even Possible?

High performing organizations can be quite obsessive about their CULTURE as both a market differentiator and as a guiding force for decision-making. These organizations tend to be extremely careful to bring new people in who match the culture well. By 'culture", we can use this definition: "the organization's vital Purpose, its distinctive and enduring Philosophy and [...]

Creative Grit

There has been a lot of buzz about the value of grit recently including a best seller named Grit: The Power of Passion and Perseverance by Angela Duckworth. The book explores the value of cultivating grit to achieve a more successful life. Grit is defined as perseverance, courage, resolve, or strength of character. There is no doubt that grit [...]

Beyond Hungry, Humble, and Smart

Ideal Team-players In 2016 Patrick Lencioni brought out the follow-up book to his The Five Dysfunctions of a Team, "The Ideal Team Player: How to Recognize and Cultivate the Three Essential Virtues" [1]. Ideal team players, as Lencioni describes them, are Hungry, Humble and (emotionally) Smart - these are his "3 Virtues." It is rare for people with only [...]

Achieving Results Through People

Managers Wear Multiple Hats If you manage people, you may sometimes struggle with the very tough job of getting top performance from the people you manage. Since you need to get results through others, you need to build relationships in which people are motivated and engaged while at the same time holding them accountable to [...]

Want excellent customer service?

Below is one of the original Harrison Assessments case studies from 30 years ago! For those too young to know, the CES (now called Centrelink) is the Australian government employment service. The Challenge It was 1990 and BP and the Australian Commonwealth Employment Service (CES, now Centrelink) had a problem. They were jointly running a [...]