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Five Critical Management Derailers: Symptoms & Remedies

Five Critical Management Derailers: Symptoms & Remedies

Why do front-line managers fail, and what can be done to avoid failure? This report elaborates on five critical issues and offers common-sense advice for helping your managers avoid them.
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Five Lessons for Upgrading Talent with Outside Superstars

Five Lessons for Upgrading Talent with Outside Superstars

This report provides five key lessons to help optimize the upgrading process. It drills deeper into each lesson to guide you through the talent upgrade process and help you avoid common mistakes.
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The Executive's Guide to Strategic Workforce Planning

The Executive's Guide to Strategic Workforce Planning

Strategic workforce planning is a process that ensures your business has the right people in the right jobs at the right time to achieve your expected results. This report explores six steps of strategic workforce planning and offers some advice for
achieving results.
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Why Smart Employees Underperform

Why Smart Employees Underperform

We’ve all been there. After an extensive and thorough search for a line manager, one candidate stands out. You hired the qualified individual, only to find there’s a disconnect with the new employee. This report discusses ways to prevent underperformance.
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Six Keys to Unlocking the Potential of Frontline Managers

Six Keys to Unlocking the Potential of Frontline Managers

Times of change present many challenges for organizations, particularly for frontline managers. This fact inspired us to identify six keys to unlocking the potential of frontline managers.
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The Powerful Act of Coaching Employees

The Powerful Act of Coaching Employees

Coaching not only changes the culture of an organization, but it increases performance and leads to a significant return on investment. This briefing helps business leaders better understand the importance and value of continuous coaching.
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Fostering a Culture of Engagement

Fostering a Culture of Engagement

This report helps you begin the process of learning about
employee engagement in your organization. We will describe
three levels of engagement: organizational, managerial, and employee, and give you some practical ideas to improve engagement in your organization.
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Leadership Charisma

Leadership Charisma

Many business leaders struggle to lead and motivate their staff to achieve the results demanded by their shareholders. By becoming more charismatic leaders, your audience can dramatically increase engagement, productivity, profitability, and even the success of their careers.
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eLearning

eLearning: Painless Training, Proven Results for Sales People

Read how eLearning takes the sting out sales training.
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Blended Learning

Blended Learning: Perfect Together

Discover how 'facilitated learning' combines the advantages of eLearning with the benefits of live interaction.
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5 Lessons for Upgrading Talent

5 Lessons for Upgrading Talent

The current economic downturn seems to spell doom and gloom for businesses, but the truth is that today’s economy actually gives smart companies a chance to upgrade their talent.
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6 Crucial Behaviours

6 Crucial Behaviours for Customer Facing Employees

In both good times and bad the lifetime value of a customer can be exponentially greater than the value of a series of single transactions from one‐time customers. In this era of social networking, it only takes one Tweet or Facebook status update to seriously damage a company’s reputation.
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7 Factors for Building Customer Loyalty

7 Factors for Building Customer Loyalty

For many decades the goal has been satisfied customers . While satisfaction is important, it is not sufficient to guarantee that your customers will continue to buy from you. The world changes quickly and the minute you get complacent, BANG, a new competitor surfaces with a solution they claim is better, faster or cheaper. Suddenly your customer no longer needs you.
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8 Signs of Incompetant Managers

8 Signs of Incompetent Managers

Effective managers do more than just supervise employees. They take responsibility for ensuring that an individual succeeds, and that the team, department, or business unit achieves expected results. Effective managers are like successful coaches who develop teams that win championships year after year.
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Coaching To Develop Employee Performance

Coaching to Develop Employee Performance

Managing to ensure superb performance from all employees is crucial, especially during times of economic turbulence. Fortunately, this kind of management is more enjoyable than most tasks and results in increased organizational value.
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Creating a Team

Creating a Team Building Culture

Engaged employees are excited and enthusiastic about their jobs. They resist distractions, tend to forget about time and routinely produce significantly more than the job requires. They enjoy searching for ways to improve circumstances, and they volunteer for difficult assignments. They also encourage others to achieve higher levels of performance. Finally, they are proud to be involved with their organization and are likely to stay with the company for the long term.
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Four Essential Tactics

Four Essential Tactics for Optimizing Organizational Talent

The state of the economy is unfortunate, but now more than ever you have the opportunity to optimize your organizational talent. While cost cutting may be inevitable; its important not to fall into some of the common traps that will put you at a disadvantage when the economy turns around.
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Managing Stress

Leaders Guide to Managing Workplace Stress

While research on job stress has greatly expanded in recent years, confusion remains about the cause, effects, and prevention of work‐related stressors.
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Selection Strategies

Selection Strategies Reorganization & Redeployment

In today’s economy, nearly every organization faces pressure to reduce waste and run at peak efficiency. For many, this means making difficult personnel decisions to eliminate positions that don’t add sufficient value to the organization and either eliminating or re-deploying people in those roles.
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7 Biggest Blunders

7 Roadblocks to Building & Managing High-Performing Teams

"The whole is greater than the sum of the parts.” Everyone’s heard that expression. And we’re all familiar with what it means: An effective team can accomplish more as a whole than its individual members can accomplish on their own.
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Top 5 Strategies

Top 5 Strategies - Motivating and Retaining Employees

The success of your organization is directly affected by the people you employ. Having the right people with the right skills in the right jobs can result in a significant competitive advantage.
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Upgrading Talent

Upgrading Talent

The current economic downturn seems to spell doom and gloom for businesses, but the truth is that today’s economy actually gives smart companies a chance to upgrade their talent.
Download the full report »

Avoid the Seven Biggest Team‐Building Blunders

How to Avoid the Seven Biggest Team‐Building Blunders

Poor teamwork prevents your company's teams from working effectively and achieving their goals. Failure to work as a cohesive unit can lead to project delays, feelings of frustration, animosity among team members, and decreased team productivity. Profiles International’s teamwork solutions will reduce workplace conflict and get team members to work together as a high-performance unit.

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Hiring and Retaining Top Performing Employees

In a time where creative growth and technological advancements are a crucial part of maintaining success in business, companies are becoming more aware of the importance of attracting and retaining talent.

Talent management, over the next few years, will become one of the most difficult tasks an organization may face as fewer workers with the right skill sets are entering the marketplace.

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Managing Difficult Employees

Managing Difficult Employees

Do you have bad apples on your team? These people may have some talent, and they may even be good at their jobs, but do their bad attitudes, negativity, and troublemaking behaviors really make them worth keeping? In these times, it is essential to get rid of them. Now more than ever, you need team players who are on board with the program.

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Managing Workplace Fraud, Theft and Violence

Leader’s Guide to Managing Workplace Fraud, Theft and Violence

Studies show the primary reason employees leave a company is because of a workforce conflict with their superior. A faulty relationship between a manager and an employee often causes low productivity, low morale, and results in high employee turnover. Creating a conflict management strategy prevents unnecessary turnover and can improve the livelihood of your business.

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America’s Most Productive Companies Large Sales Force Analysis

Research shows it takes a special person with a unique skill set to make a good sales person. An organization’s high salesperson turnover reveals an ineffective sales selection and hiring process.

About a third of potentially good salespeople will not be successful because their skills will not be properly developed, or they are selling the wrong product or service.

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Top 5 Strategies for Identifying & Hiring Great Employees

Top 5 Strategies for Identifying & Hiring Great Employees

Pre-hire assessments provide the easiest and most effective way to eliminate uncertainties in the hiring process. Profiles International pre-hire assessments are invaluable tools for increasing consistency and improving the success of your existing hiring process. Organizations that utilize poor hiring practices continually lose money due to increased turnover, decreased productivity, and in extreme cases, negligent hiring lawsuits. These hiring decisions become costly mistakes because they are made with inadequate information about the candidate.

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Executive’s Guide to Employee Assessments

The Executive’s Guide to Employee Assessments

A study conducted by the University of Florida estimates that employee theft is the cause of about 48% of inventory shrinkage in business. That’s equal to more than $15 billion per year. The study goes on to estimate that the average loss cost per employee is in excess of $1,300, which is significantly higher than the cost normally attached to individual incidents of shoplifting, which is just over $207. Consequently, businesses are forced to spend a great deal of time, effort, and money on loss prevention.

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Managing Jerks, Divas and Hotheads in the Workplace

Managing Jerks, Divas and Hotheads in the Workplace

Recently, Profiles International conducted a survey entitled, “How to Manage Jerks, Prima Donnas, Divas, and Hotheads.” This survey addresses an important issue facing many organizations who manage difficult high performers.

In today’s economy, companies feel the pressure to hire and retain top-performing employees regardless of their personality. We found in our study that most of these high performers tend to come with difficult personalities. While these employees may increase productivity and efficiency, we sought to find whether the added cost of managing these difficult employees outweighs their benefits.

Given the importance of learning how to work with difficult employees, our study had three objectives:

  • Identify the prevalence of difficult high performers in the workplace and how they can influence an organization.
  • Uncover the sources of challenges companies face when managing difficult high performers.
  • Understand how an organization copes with high-performing employees who have difficult personalities.
Download the full report »

Seven sales Hiring Mistakes

Seven Sales Hiring Mistakes

Sales leaders face the unique challenge of hiring reps who have personalities, interests and behaviors that align with the needs of a specific sales job. Learn how to identify the top sales hiring mistakes and how to avoid these pitfalls.

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10 Leadership Tips

10 Leadership Tips for First Time Managers

For first-time managers, the responsibility of leading and motivating a team to produce first-rate results can be a daunting challenge. As a leader in your organization, help your first-time managers learn to successfully manage, motivate and communicate with their teams.

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Leader's Guide to Motivating Without Money

Leader's Guide to Motivating Without Money

Motivating employees to perform to their maximum potential is the responsibility of an organization’s leaders. In today’s economy, many companies no longer have the luxury of using money as a motivational tool. Learn how companies are rising to the challenges of motivating employees without money.

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Training and Developing Employees to Succeed

Training and Developing Employees to Succeed

Skills training is measured by how well the participants apply the newly learned skills when they return to their jobs. Although training technologies have effectively improved the quantity and quality of skills learned in training, disappointingly few skills are actually implemented on the job.
What can managers and trainers do to ensure that the employees apply the skills they learn in training?
To ensure that trainees apply new skills on the job, managers and trainers must enforce these learned skills before, during, and after training. In doing so, managers ensure that the proper skills are in place In this report we will address how to develop your staff training and development program.
Training and development should be continual, so we will focus on :

  • Preparing a training and development program
  • Conducting the training and development program
  • Maintaining a training and development culture
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A Multifaceted Approach for Assessing Talent

A Multifaceted Approach for Assessing Talent

Throughout the process of talent management (e.g., recruiting and selecting candidates, assessing performance and potential, developing people, and implementing rewards programs), there is a common and critical thread – the need to assess people. Thanks to extensive research and many innovative solution providers, the market for assessment tools has exploded. Today, companies are using a wide variety of assessment tools to screen and assess candidates, uncover strengths and weaknesses, determine job fit and leadership potential, and identify specific development needs that drive success.

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Making Every Hire Count

Making Every Hire Count: What Really Matters to the C-Suite

In today’s economy, nearly every organization faces pressure to reduce waste, run at peak efficiency and "do more with less.

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Sales Blook: Simple Steps to Sales Success

Sales Blook: Simple Steps to Sales Success

We know sales people are extremely busy out there selling everyday.. but do you need a competitive advantage over the rest this year? Check out our new Sales Blook! No, that’s not a typo… Sales Blook. This collection of articles from our blog includes the hottest sales topics from the past year, and plenty of tips on how to develop your sales skills and start “making bank” for your organization! Read the stories of how Apple implements a fail-proof training guide, how America’s Most Productive Companies deliver stellar customer service, and refresh yourself on the sales management and leadership skills necessary to be successful in today’s world!


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The Talent Acquisition Lifecycle: From Sourcing to Onboarding

The Talent Acquisition Lifecycle: From Sourcing to Onboarding

Hiring is an exercise in risk - did we find the right person, the right skills, the right fit? Talent acquisition is more than just posting a requisition and making an offer. It is a series of sourcing activities, branding efforts, assessment processes, applicant tracking technologies, onboarding activities and more - all designed to help an organization answer those key questions and find top talent. Between January and August 2011, Aberdeen surveyed 506 organizations to better understand the top performing talent acquisition strategies, and uncover the mix of tools, strategies and best practices to efficiently and effectively deliver top quality candidates to the business.

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From Corporate Grind to Self-Employment: A Transition Guide for Executives

From Corporate Grind to Self-Employment: A Transition Guide for Executives

To ensure that trainees apply new skills on the job, managers and trainers must enforce these learned skills before, during, and after training. Learn how to prepare, conduct, and maintain a staff training and development program.

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Taking Your Professional Services Business to the Next Level

Taking Your Professional Services Business to the Next Level

As an entrepreneur, you know how lonely and difficult it can be to be in business for yourself. Juggling all the demands of life and work can be overwhelming. Learn how Profiles Strategic Business Partners get access to a business coach and exceptional support resources.

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Leadership Blook: Become an Effective Leader

Leadership Blook: Become an Effective Leader

Leadership guru John Maxwell famously said that “everything rises and falls on leadership.” No other factor has the potential to sink or soar your business this year than the level of leadership taught, caught, and displayed by you and your C-suite team. Our Leadership Blook is a collection of the most timely and relevant articles on leadership that have appeared on our Profiles blog in the past year. Reading the Blook guarantees that you will learn something you can use daily in your business to elevate yourself or your other leaders, something that will cause your business to rise to the next level. The Leadership Blook features articles from Joie de Vivre Hotels founder and CEO Chip Conley, and Winick Enterprises CEO and thought leader Peter Winick.

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Leadership Blook: Become an Effective Leader

An Inside Look into Technology and Innovation in Corporate Assessment

Don’t Let Technological Innovation Get in the Way of Creating Precise, Accurate, Reliable, and Valid Assessments

With so much pressure to operate at peak performance in today’s corporate environment, corporate assessments are being used more and more to avoid hiring the wrong candidates. Corporate assessments help evaluate a candidate’s likely success in a particular job. They determine how well a person’s skills and abilities will fit a given position.

But some companies are getting sidetracked. They’re letting technological innovation get in the way of creating precise, accurate, reliable and valid assessments. The push for more innovative applications is pushing the science into the background.

Why is this such a cause for concern? What’s the best approach for companies wanting to use the most successful assessment tools?

Profiles International’s white paper provides an in-depth discussion on technology and its impact on corporate assessments. The document covers topics including market dynamics, the confluence of large and small companies, the four primary approaches large companies use to innovate, criteria for successful assessment companies, how to ensure technology does not compromise product innovation, and much more.

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13 Essential Principles for Assessement Buyers

13 Essential Principles for Assessment Buyers

If you are in the process of sourcing an employee assessment provider, or if you want to know more about how to establish an assessment process in your organization, then this report is a must read.

Employers can effectively use personnel assessment instruments to measure job-relevant skills and capabilities of applicants and employees. These tools can help to identify and select better workers and can help improve the quality of an organization’s overall performance. To use these tools properly, employers must be aware of the inherent limitations of any assessment procedure, as well as the legal issues involved in assessment.

These 13 principles provide a comprehensive framework outlined by the United States Department of Labor for conducting an effective personnel assessment program.

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10 Success Steps for Effective Hiring

Hiring Blook: 10 Success Steps for Effective Hiring

Want to hire right, the first time and every time? Our latest hiring blook tells you how.

We’ve compiled a wide variety of pragmatic blog articles and tips guaranteed to help you find, develop and retain superstar employees. The blook delves into common and effective hiring trends, as well as how assessments can impact your organization.


The 9 hiring sections included in the blook cover these useful topics:

  1. Top 5 Hiring Tips you Should Always Follow
  2. Looking Beyond the job description
  3. 10 Scary Hiring Practices (to Avoid)
  4. All Aboard! Five factors of a Successful Onboarding Process
  5. HR Pros: DON’T HIRE Until You Read This!
  6. Is Your Talent Strategy to Coach or to Poach?
  7. 3 Tips for Hiring and Recruiting Recent College Graduates
  8. The Key to Successful Hiring
  9. Want to Hire the Best? 2 Reasons Why Interviews Aren’t Enough
We’ve also included a case study discussing how Rosewood Hotels and Resorts reduced hiring costs 80% and improved the quality of its new hires. This premier manager of ultra-luxury properties worldwide developed a successful program to identify and hire high-potential employees and managers.

No hiring manager should be without this information!

Download your copy of the blook today



John Hulett

What You Don’t Know Can Hurt You—Measuring Workforce Performance and Productivity to Maximize Profitability

How do you measure and maximize the performance of your workforce?

Employee performance in IT, HR, and R&D isn’t as easily measured as in other departments, such as sales or production, in which quotas are used.  Unless quality and progress of work criteria are clearly defined, measuring employee performance can become vulnerable to personal biases, false impressions, and subjective opinions. This white paper highlights why successful implementation of relevant employee performance metrics is crucial to a company’s success.  To make the best strategic decisions, company leaders need this vital information. If objective performance metrics aren’t established and communicated, organizations can fall into the trap of following the status quo concerning talent management.

Readers of this white paper will learn the importance of implementing work performance measurements, continually evaluating and revising metrics as required, and collecting the most detailed, quantifiable data available.  Companies with strong performance-measuring programs will benefit from a well-qualified workforce and a good return-on-investment for their human resource assessments.

Why is this such a cause for concern?  For a unique and informative perspective, download your copy today!

Download the full report »

Onboarding

Onboarding Excellence: Everything You Need to Know

Companies who implement an effective onboarding program during the first three months of new-hire employment experience 31 percent less turnover than those who don’t. Are your hiring and onboarding processes costing you unnecessarily? Don’t let your company become another statistic!

Selection and onboarding is an important part of every company. With the constant growth and development in technology and a diverse working population, attracting and retaining the best people is becoming significantly more difficult; companies are now being forced to update their onboarding programs.

Download the full report »

HiPos

Hitting the Mark with High Potentials

High potentials consistently and significantly outperform their peer groups in a variety of settings and circumstances. While achieving superior levels of performance, they exhibit behaviors that reflect their companies’ culture and values in an exemplary manner.

It’s critical for businesses to understand the distinction between high potential and high performance; confusing the two can be costly. You may have an abundance of high-potential employees working for you. Learn how to identify them, and actualize their potential to create a high-performance workforce.

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HiPos

Innovating the Talent Assessment Expierience: A Promising Engagement.

There has long been the argument that as long as the assessment measures the characteristics we are intending to measure, and does so with a high degree of reliability, validity, and sensitivity, then very little else matters. However, this belief is changing.

The field of employment and corporate assessment is not merely about building scientifically-sound tests; it’s really about better engaging people and realizing that the experience does matter—from beginning to end. It’s not enough to just assess personnel; the employee assessment process must continually engage every person in the process at the highest levels possible.

Simply put, the user experience matters.

How does a corporate assessment user’s experience impact the ability of a company to recruit or retain top talent?

Dr. Kurt Hulett’s white paper provides an in-depth discussion about the candidate’s experience from the moment they walk in HR’s doors. The document also explains the reasons for the creation of an authentic, meaningful assessment, the importance of a consultative culture, and much more.

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Management

Mastering Management: From John Doe to CEO

Management is, essentially, the organization and coordination of the activities of a business to achieve defined objectives. Organizations that are led by effective managers will experience low turnover, maximum productivity, a high caliber of talent, and an increase in bottom-line results.

By downloading this eBook, you will learn:

  • 5 Tips for First-Time Managers
  • How to Identify and Modify Your Management Style
  • How to Manage Problematic Personalities
  • How Management Misconceptions Are Killing Your Business
  • What Makes Richard Branson the Blueprint for Effective Management
  • The Secret to Extraordinary Leadership
  • How to Win the Loyalty of Your People with Charisma

Download Now »

Management

The Ultimate Guide to Employee Engagement

This new eBook will make a huge difference in your employee engagement. If you have disengaged employees, at a minimum you’re already dealing with major productivity losses. You may also be at risk of higher turnover, increased costs, and lower morale among your engaged employees.

Don’t let these negative things devastate your company. Let our new guide show you how you can promote and maintain high levels of employee engagement.

Download this guide now and learn:

  • What is Employee Engagement?
  • How to Spot Disengagement.
  • How to Improve the Engagement Level of Your Organization.
  • 3 Lessons from Companies Getting Employee Engagement Right!

Download Now »

Management

Management: Past and Present

The words “manager” and “management” are undefinable. However, a look back through history can show how management has evolved into what it has become today. While management has changed over the centuries, one thing has remained the same: management is people.


By downloading this white paper, you will learn:

  • The Global History of Management
  • How Management was Implemented a Century Ago
  • The Sociological Changes that Affect Management
  • The Tasks of Management

Download Now »

Management

No Succession Plan? No Success!

“Someone’s sitting in the shade right now because someone planted a tree a long time ago” – Warren Buffett.

Can you think of a more fitting quote to use when discussing the importance of succession planning?

Effective succession planning helps companies recruit superior employees and develop their knowledge, skills, and abilities to prepare them for promotion into more challenging roles. It’s never too early to begin succession planning for the future, and it’s certainly not too late to improve your existing process. Well-executed succession and workplace planning can make or break a business. Download our latest eBook and learn how to do so in your business today.

(Did we mention that we’re multi-talented here at Profiles? Our team was so dedicated and excited to share this new material, they wrote, recorded, and animated the below video! Be warned, it’s extremely catchy and may get stuck in your head all day!)



By downloading No Succession Plan? No Success! you’ll learn:

  • Two Critical Questions to Ask for Effective Succession Planning
  • The Difference Between, and Importance of, Workforce Succession Planning
  • Six Strategic Workforce Planning Steps
  • A Good Succession Planning Lesson from Apple
  • Where Your Company Stands in the Stages of Succession Planning
  • How to Work Out a Succession Plan in Your Workplace

Download Now »

Employee Engagement in the Modern Workforce!

Employee engagement is the emotional commitment an employee has to an organization and its goals. But, employee engagement doesn’t mean the same thing to everyone. Unfortunately, only 1-in-3 employees are engaged, with the other roughly 70 percent costing businesses $300 billion annually in the U.S. That’s like having a 10-person bicycle with three people pedaling, five people pretending to pedal, and two people trying to jam the breaks.

Every day, new and diverse people are entering the workforce, which now consists of five distinct generations. To engage all of them, you need to establish a tailored plan.

Download today and learn:

  • What Employee Engagement Is
  • The Foundation of Employee Engagement
  • The Five-Generation Workforce
  • New Trends to Engage the Five-Generation Workforce
  • Rules of New Generational Engagement

Download Now »

Job Fit: The Power of the Right Person

Job fit is so much more than placing a person in a job. It’s also more important than experience, education, or training.

Job fit gets to the core of who a person really is. When you identify and evaluate a person’s innate personality traits, abilities, and behaviors, you can determine if a person CAN do a job, HOW they will do the job, and if they will ENJOY their work. When you place people in jobs where the demands match their own abilities, where the stimulation offered by the work matches their interests, and where cultural demands align with their personalities, turnover will decrease while productivity increases dramatically.

Establishing job fit helps organizations to make better hiring decisions by understanding the core characteristics of your top performers.

Read “Job Fit: The Power of the Right Person,” and learn:

  • What is Job Fit?
  • The Concept of Job Fit in Three Simple Steps
  • The Impact of Job Fit on the Individual and the Organization
  • How Job Fit Assessments Help You Hire and Develop
  • How to Spot a Job Fit Problem
  • Big Data, HR Style
Download today and learn:
Download Now »

What You Lose When You Try to Save Money on Employee Assessments

Saving money by cutting corporate assessments from your hiring budget may seem like a good idea at the time, but the long-term costs far outweigh the negligible money you don’t spend.


One of the primary goals of a company should be to mitigate and minimize risk, and assessments have been proven to reduce the quantifiably negative impacts to opportunity cost. By downloading this white paper, you’ll learn the costs to not using assessments, which include:

  1. Hiring the Wrong Person
  2. Not Finding the “Diamond in the Rough”
  3. Higher Search and Interview Costs
  4. Looking Out-of-Touch

Learn why it’s so important to implement corporate assessments into your hiring strategy.

Download Dr. Kurt Hulett’s new white paper, “What You Lose When You Try to Save Money on Employee Assessments” today!

Download today and learn:
Download Now »

Top 10 Leadership Tips for First-Time Managers

The responsibility of leading and motivating a team to produce first-rate results can be a daunting challenge. That challenge can be even more intimidating for first-time managers. Don’t let pressure and inexperience prevent new leadership success.

That challenge can be even more intimidating for managers who have never led before.

Top 10 Leadership Tips for First-Time Managers offers great tips on how to help managers learn to successfully lead, motivate, and communicate with their teams from the start.

Download now and learn how to:

  • Develop yourself as a leader
  • Be a leader people want to follow
  • Help your employees see the big picture
  • Create an environment of learning and development
  • Provide professional guidance to your team
  • Plus much more . . .

Download today and learn:
Download Now »

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Quotes . . .

“It is not the strongest of the species that survive, nor the most intelligent, but the one most responsive to change.”

Charles Darwin