I recently had a conversation with an HR leader who said her company uses assessments and coaching only for “targeted” purposes. This means that the only people at her company who will benefit from the personalized attention and support of a coach are those who are not meeting performance expectations. At PRADCO, we see lots
As a women-owned company and passionate supporters of equity in leadership roles, we at PRADCO pride ourselves on taking a data-driven approach to measuring the behaviors leaders emphasize in the workplace. Over the years, thousands of leaders across various industries have taken PRADCO’s leadership assessments for candidate selection and/or employee development purposes. Specifically, the Quick
Our world is moving quickly, and as leaders, there are times where we feel we can barely keep up. New technologies, changes in regulations, varying customer demands, and the usual myriad of challenges impacting our business occur almost daily. While we spend large amounts of energy focused on these specific challenges, one that often gets
Quality is something we all want to see in job candidates, but when does it become perfectionism? We champion ambition and recruit for it, but when does it become impatience, entitlement, or a warning sign of short tenure? Proactive employees are a prized commodity, but when does taking the initiative become a liability to the
I was introduced to running by a former neighbor of mine who was about to run the San Francisco Half Marathon. I thought, “If she can do it, I can do it….and I’ll do it better!” I’ve been active all my life, so I figured it couldn’t be too hard. While I wouldn’t say I
As your employees grow in their experience and become relied upon for that experience, make sure they’re able to effectively communicate the results they find.
If high-performing leadership teams are so crucial, why is it so difficult for organizations to build them?
Research conducted by CEB shows that 60 percent of new managers fail within the first 24 months of their new position. And according to Steve Smith, the author of Managing for Success: Practical Advice for Managers, the main reason why most new managers fail is because they were never properly trained to manage. At PRADCO,