…is just a day-in, day-out, ongoing, never-ending, unremitting, persevering, compassionate type of activity.” How do you define compassion? Operating in a way that actively invites us to imagine what it…
…behaviors and competencies? A: (Tricia) We think the shift to more people-oriented behaviors and competencies is likely coming about because both the leaders and those they are interacting with have…
…only benefit MRG in our desire to know consultants better, but also that the exchange of ideas between the participants often provides insights and knowledge that is highly useful. It…
…engagement to a deeper or more powerful level. No matter what’s happening in an engagement, there’s one thing that I recommend almost universally: adding open-ended questions to an assessment. I’ve…
…As I walked away from the experience, I remember thinking that the senior level roles inside that HR organization (and even below) were complicated, but complicated in unique ways. For…
…often complex goals requires that the senior leader understand how to communicate these goals, eliminate barriers to achieving the goals and engage the team to stay focused on the goals….
…track and people stick to their commitments They also tend to emphasize 3 behaviors less than men do: Restraint – Avoiding emotional displays, coming across as more serious and calm…
…play a role in how they’re functioning. This report is a combination of scores and written interpretation. Lastly, you can have an IDI Comparative Report which compares up to four…
…Feedback (direct, straightforward, others know where they stand) Management focus (take command, influential) Dominant (forceful, assertive) Production (achievement oriented, driven) The behaviors they’re underusing: Cooperation (help others, willing to compromise)…
…that they are more competent. They may experience more social success, and be given more control, power, and opportunities to lead. Moreover, the benefits of confidence persist – people continue…
