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The transition from academia to the world of work can often feel daunting, especially now as we navigate the world post-pandemic. Gen-Z, who spent a remarkable amount of time in lockdown, have missed key development opportunities and are now entering a workforce that is embracing more in person gatherings, events, and working styles.  

As Chief Science Officer of TalentPredix, Paula Baetu, stated in her latest podcast episode, a key talent management trend we are seeing now is how we can manage and bring the best out of the new generation of workers? The answer lies in a strengths-based talent approach. Far beyond the traditional resume checklist, this focuses on identifying and leveraging individual strengths, skills, and passions to propel career trajectories forward. By shifting the narrative from fixing weaknesses to amplifying strengths, graduates and early careers can unlock their full potential, navigate career transitions, and thrive in roles that align with their unique talents.  

Here are some more ways that a strengths-based approach can help early career professionals: 

Identification of Unique Strengths 

This approach helps individuals recognize and understand their unique strengths and talents, which may not be immediately obvious. Graduates often have a range of skills and abilities that they may not be fully aware of. Using an advanced strengths assessment tool such as TalentPredix™, you can learn more about both their talents and strengths to help you better understand where they might excel in the workplace.  

Increased Confidence and Self-Esteem 

A recent study by Personnel Today reports that around 66% of Gen-Z workers experience imposter syndrome, or the experience of believing you are less competent than others perceive you to be. Understanding and acknowledging one’s strengths can significantly boost confidence and self-esteem, help counteract those feelings, and foster a sense of competence and self-assurance. Additionally, employees who use their strengths are more likely to be engaged and perform at a higher level. For graduates and those in early careers, using strengths can accelerate learning and development, as they are building on natural abilities 

Better Career Alignment 

A strengths-based approach can guide graduates and early career individuals towards roles and industries where their strengths will be most valued and utilized. Using a tool like TalentPredix™ can help provide further clarity for both the graduate and the manager on what motivates them and how the graduate can align their career path to fit in with those combined motivators, strengths and talents. This alignment can lead to greater job satisfaction and success. 

Understanding their strengths can help graduates and early career professionals set more effective personal and professional development goals. Instead of focusing solely on improving weaknesses, they can also develop their strengths to a higher level of expertise.  

Positive Work Environment and Greater Satisfaction 

A strengths-based approach can contribute to a more positive and supportive work environment. When individuals understand theirs and their colleagues’ strengths, it can lead to better teamwork, collaboration, and appreciation of diverse skills within a team.  

Furthermore, when the individuals feel that their talents are being utilized and appreciated, they are more likely to remain committed to their career path and experience less burnout. This can also mean one feels a greater career satisfaction and longevity.  

In essence, a strengths-based talent approach empowers graduates and early career professionals to understand and leverage their unique abilities, leading to a more fulfilling and successful career trajectory. 

TalentPredix offers award-winning career development solutions to help you cultivate early career excellence to unlock exceptional talent and potential. Contact us to learn more: info@talentpredix.com.

In the quest for gender equality in the workplace, Human Resources managers and professionals play a pivotal role. By implementing targeted strategies and initiatives, they can empower women, promote inclusive environments, and drive organizational success. Here are several ways they can make a positive difference: 

 1. Implement Gender-Inclusive Policies and Practices 

HR leaders can lead the way by creating gender-inclusive policies and practices that promote equal opportunities for women. This includes revising recruitment and hiring processes to mitigate unconscious bias, implementing pay equity measures, and ensuring that performance evaluations are fair and transparent. By challenging and eliminating systemic barriers, HR leaders can create a level playing field for women to thrive in the workplace. 

 2. Offer Tailored Learning and Development Programs 

Learning and Development (L&D) professionals can design and implement specialized programs tailored specifically for women in the workplace, addressing their distinct needs and hurdles. Such programs can range from leadership development initiatives to negotiation skills workshops, and efforts aimed at enhancing confidence, resilience, and assertiveness. By equipping women with the necessary tools and support, L&D professionals can play a pivotal role in enabling women to progress in their careers and realize their full potential. However, for these programs to achieve broader success, it’s crucial that men are included rather than excluded. Including men in these initiatives helps break down the attitudinal and other workplace barriers and educates them on the biases and challenges that hinder progress. This inclusion fosters a collaborative environment where everyone is engaged in finding solutions, thereby encouraging a collective responsibility to positive change. 

3. Focus on strengths-based talent strategies   

A focus on strengths acknowledges the unique contribution everyone brings to the team, promoting a more inclusive workplace. For women, this can mean greater appreciation of their unique strengths and contributions, which might be overlooked in a more traditional, weakness-based workplaces. Studies show that focusing on strengths can also boost employees’ confidence by recognizing and validating their core strengths and other positive qualities. This is particularly important for women in environments where gender biases and other barriers may otherwise undermine women’s self-esteem. 

4. Provide Mentorship and Sponsorship Opportunities 

Mentorship and sponsorship are invaluable tools for career advancement and growth. HR leaders and L&D professionals can facilitate mentorship programs that pair women with senior leaders who can provide guidance, support, and advocacy. Additionally, they can encourage the establishment of sponsorship relationships, where influential leaders actively promote the career advancement of women within the organization. 

 5. Create Safe Spaces for Dialogue and Support 

Building a supportive and inclusive workplace culture requires open dialogue and a commitment to addressing gender-related issues. HR managers and L&D professionals can create safe spaces, such as employee resource groups or diversity councils, where women can share their experiences, voice concerns, and seek support. By fostering a culture of inclusivity and belonging, they can empower women to thrive in their roles and contribute fully to the organization. 

 6. Lead by Example and Champion Diversity 

Finally, we must remember to lead by example and champion diversity and inclusion initiatives within their organizations. By demonstrating a commitment to gender equality and advocating for change, they can inspire others to follow suit and drive meaningful progress. Whether it’s through policy advocacy, employee training, or organizational initiatives, their leadership can pave the way for a more equitable and inclusive workplace. 

Empowering women in the workplace requires a multifaceted approach that involves collaboration between organizational leaders in all levels and departments. By implementing gender-inclusive policies, offering tailored learning and development programs, cultivating a strengths-based organizational culture, fostering mentorship opportunities, creating safe spaces for dialogue, and championing diversity, they can create environments where women can thrive and contribute to organizational success. Together, let’s work towards a future where gender equality is not just a goal but a reality in every workplace. 

TalentPredix are co-hosting a panel discussion on 10th April 2024 from 3-4:30pm UK time on Strengthening Women’s Leadership Development for Organizational Transformation. Sign up now! 

In this video, Anita and John speak about how TalentPredix helped Iconic Luxury Hotels employees and managers develop a better understanding of their combined career drivers, values and strengths to improve overall business and talent outcomes.

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In this video, Steve Gulliver speaks about his experience using TalentPredix and how TalentPredix helped cultivate career development excellence at the University of Leicester.

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In this video, Youssef Beyhum speaks about his experience using TalentPredix and how TalentPredix helped unleash thriving careers and meaningful career progression at Samsara EMEA through strengths-based career development.

TalentPredix is proud to be finalists for the Learning Awards 2024 for External Learning Solution of the Year for partnering with Samsara to deliver a strengths-based career development program.

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A positive mindset paves the way for success and peak performance. It will also leave you feeling happier and more satisfied with your life. This has been well established through decades of research which shows that when people work with a positive mindset, performance on key metrics like productivity, creativity and engagement improves. Neuropsychologists have also found that a positive mindset enables better problem-solving through enabling better use of the pre-frontal cortex, the part of the brain responsible for higher level, complex thinking tasks.  

There are also countless testimonials from many of the most successful business leaders like Arianna Huffington, Sheryl Sandberg, Richard Branson, Peter Jones, Warren Buffet and Jeff Weiner about the power of building and maintaining a positive mindset.  

A positive mindset involves a lot more than simply being upbeat and optimistic, a ‘glass half full’ type of person. There are 5 main elements: 

  1. A clear, inspiring purpose – a personal ‘true north’ to guide how you will bring value to others and your organization. Without this, it is extremely difficult to remain positive and motivated. 
  1. A high level of self-efficacy – an inner confidence in your abilities and strengths. You must believe you have what it takes to achieve your goals.  
  1. A solutions-focused problem-solving approach – a tendency to look for solutions and opportunities rather than seeing problems as threats and getting consumed by pessimism and anxiety. 
  1. A positive view of others – trusting co-workers and others around you, including valuing different perspectives and believing those you work with have positive intent and strengths that can help you succeed. 
  1. A growth mindset – being curious and open-minded about learning opportunities and willing to overcome limiting fears to test to upper limits of your potential.    

So, here are some of the ways you can strengthen your mindset and become someone who thinks like a winner: 

  1. Take responsibility for your mindset 

 Don’t allow yourself to become a victim to negative thinking and adverse circumstances otherwise you’ll enter a vicious cycle of low self-confidence, pessimism, helplessness and eventually depression. We can all learn from Viktor Frankl, an Austrian psychiatrist and Holocaust survivor, who pointed out in his bestselling book, Man’s Search for Meaning

“Everything can be taken from a man but one thing; the last of the human freedoms – to choose one’s attitude in any given set of circumstances, to choose one’s own way.”  

  1. Build your career around your strengths 

Your personal strengths are those underlying qualities that naturally energize you, not just skills you have learned or competencies you’re good at. What do you love to do that you could do every day without getting bored? For example, some managers are energized by being strategic and creative while others are more organized and detail oriented. The areas where your strengths and skills overlap are what we call your “sweet spots”, they are areas where you have opportunity to make the greatest contribution and impact at work. Studies show that when people discover their strengths and find ways to use these more fully in their day-to-day work, they are more likely to enjoy work, perform better and achieve success in their careers. 

  1. Challenge your limiting beliefs and self-doubt  

Recognise and write down the negative, limiting things you say to yourself. Treat these as if they were being said by an external person who wants to make you miserable. Dispute or argue against these points as if you were disputing something someone has said which is unfair or unjustified. Try reframing these negative statements as positive, empowering ones. Write these down and look at them every morning before work and whenever you are experiencing episodes of self-doubt or anxiety. Over time, your negative narratives will be replaced with more positive ones.  

  1. Avoid comparing yourself with others 

Always comparing yourself to others (especially those you consider as highly successfully) is counterproductive and will probably only make you miserable in the long run. Happiness and success are highly subjective and often very private so unless you can see inside the person’s brain, you will never know how happy and successfully they really feel.  

Spend time undertaking work and leisure activities that make you feel more fulfilled and genuinely happy rather than activities and interests you see others you admire doing.   

  1. Build high-trust, positive relationships  

People are seen as likeable when they are kind and trustworthy, have a good sense of humour, offer unsolicited support and help, practice regular gratitude and don’t take themselves too seriously. Displaying these behaviours will enable you to initiate and build relationships with co-workers and other people around you who impact your happiness and success. Even if you are by nature a more negative, suspicious or pessimistic person, spending regular time with people who are happy, resilient and optimistic will eventually result in a positive shift in your mindset, energy and effectiveness.    

  1. Treat failure as a learning opportunity  

If something doesn’t work the first time, try it again and do it differently. Rather than allowing failure to undermine your energy and confidence, treat it as one of your most respected teachers. Remember that almost every successful business person fails on multiple occasions. The best often stand out because of their ability to dust themselves down and move beyond these setbacks, rather than allowing themselves to be defined by them.   

  1. Notice the good things  

Many people keep themselves so busy at work and home that they don’t take time to slow down and notice the good moments and things in life. For example, we often fail to spot our co-workers doing great work or a friend or partner making a special effort on our behalf. Many even fail to notice and celebrate their own learning, progress and professional achievements. They simply move on to the next thing and lose a valuable opportunity to enjoy the viewing points in their overhasty quest to climb the ‘mountain’. By taking time to notice and appreciate these moments, however small, we will enhance our positive thinking as well as the joy and satisfaction of those around us. 

  1. Don’t try to be positive all the time 

Negative thoughts (I’ve never liked this misleading label) are perfectly normal and healthy so don’t push these thoughts and feelings aside when they arise. Emotions like being sad when you are grieving or being angry or disappointed when someone lets you down are usually helpful responses that motivate us to action to improve our work, lives and relationships. So don’t suppress or deny these feelings without first acknowledging and understanding them. Asking yourself whether they will improve your work, life and relationships is a simple test to decide on how you wish to deal with them.  

TalentPredix offers bespoke consulting and coaching solutions to help you and your team build the right mindset for success in today’s ever-changing world of work. Contact us to learn more at info@talentpredix.com or visit our website to learn more.  

Many leaders I meet have mixed feelings when they get to the top. Initially they feel excited, energized and confident about the challenges ahead. However, within weeks or months they end up feeling isolated, lonely and anxious in their new role. These feelings are sometimes compounded by what psychologists call the “imposter syndrome” which arises when people experience self-doubt and feelings of not being up to the demands of the job.  

Leaders need to acknowledge and tackle these feelings before they undermine their effectiveness, but many don’t know where to start. Here are 4 steps leaders can take to combat doubts and fears arising from a move into a more senior role.  

  1. Talk about it 

The biggest mistake leaders make is to think they’re the only ones who feel self-doubt or that it is associated with a flawed or weak character. This causes leaders to clam up and keep it a secret, hoping it will go away. However, openly discussing these feelings with others is the first step in combatting its effects on you and winning back control over these negative emotions. Although it is typically unwise to generalize behaviours across genders, my experience suggests that men are often less likely to open up easily about feelings they associate with weakness or vulnerability as this runs contrary to the “tough guy” mental model they’ve learned during their formative years. 

  1. Build support  

The most effective leaders seek out assistance from a coach, mentor, trusted colleague and/or family member they can open up and be honest with. A good development partner will listen and provide non-judgemental support and advice, enabling you to boost your inner voice of possibility and silence your voices of self-doubt and criticism. It makes sense to have several of these champions and partners as they often play different and complementary roles and can contribute different insights and skills to help you.      

  1. Involve your team 

One of the biggest pitfalls of leaders is to try to do everything themselves and to overlook the talents and ideas of their team and broader workforce. Many leaders become highly controlling and rarely delegate genuine responsibility to others. This overstretches them and results in heightened anxiety and self-doubt, creating a vicious spiral of declining mental capacity, wellbeing and confidence.  

While leaders can often get away with using an autocratic style for a while, it is a poor choice to deal with most of today’s complex challenges as these benefit from open, honest conversations and participative problem-solving involving the full range of team members’ skills, ideas and experience.    

  1. Build positive beliefs 

The words that you use and beliefs you hold will influence the way you view the world and how you choose to interact with it. So, the more positive your beliefs and internal narrative, the more likely it is you will interact with people and problems more positively. 

To build a more positive mindset, it is crucial you leverage your strengths, values and goals, as well as deliberately seeking out and highlighting what’s working well in your company and team.  

By leveraging and accentuating these positive, enabling forces, you will be able to combat and silence some of the ‘gaps’ and negative forces, providing you with a greater sense of control and confidence over your environment.  However, it is important to remember that there is no quick fix. By remaining focused and patient, you will begin to see the smaller changes snowball into bigger achievements and your feelings of confidence and strength will grow.  

TalentPredix offers leadership transition and onboarding coaching solutions to help newly appointed executives adjust to the new role and responsibilities quickly so they can ramp up productivity and achieve excellent results. Contact us for more at info@talentpredix.com or visit our website 

Most of us have experienced times when we lose our mojo at work. We drag ourselves into work and battle through the day, waiting for the workday to end. Fortunately for most of us this doesn’t happen every day but some people stay in this motivational void for too long.  

Here are some steps to help you get out of this unhelpful place: 

  1. Clarify the source of your demotivation  

What’s causing you to be demotivated? It is something at work like your boss or growing boredom with the job? Does it stem from problems at home? Or are the underlying reasons something else like a poor diet and lack of exercise?  

  1. Identify whether you have the power to change things  

Can you change the source of your demotivation and if so, what action will help you change things? Most of the time, we have a lot more influence and control over events than we realise, especially if we call on the help of others when we are struggling. Think broadly and creatively how you can take back control of the situation.  

  1. Refocus your attention on the positives  

When we lose our mojo, we tend to generalise our dissatisfaction and forget all the positive stuff that’s happening. We get into a negative spiral of despair and unhappiness. Take time to remember what’s going well. What were your recent achievements and successes? What did you do well to achieve these results? 

  1. Find solutions and act 

Find solutions to take back control of your situation and regain your mojo. Be courageous and decisive, don’t live with the demotivation. Call on the help of people at work and your friends and family to recover your mojo. Remember that the longer that you stick with a broken mojo, the harder it is to fix as you’ll start becoming consumed by a sense of helplessness. So act now and always remember that it’s your choice to change things for the better. 

TalentPredix provides bespoke solutions to help you build a thriving place to work where your people show up motivated to succeed. Contact us for more: info@talentpredix.com 

We hear a great deal from HR and top management clients about the need for greater self-management among employees and we strongly agree, it is indeed crucial for peak performance. By self-management we mean the willingness and skill to proactively manage yourself and your own performance. Effective self-management includes: 

Self-awareness: building awareness of your aspirations, values, strengths and weaker areas/blockers through soliciting feedback, reflecting on progress and maintaining a growth mindset;   

Self-motivation: taking ownership of one’s performance and working out the best pathways to goal accomplishment, including accountability for achieving high standards;   

Self-regulation: understanding and managing your emotions effectively so they don’t become toxic and undermine relationships and your performance; and  

Self-improvement: engaging in continuous learning and adaptation, including learning from mistakes and successes and stretching yourself to move outside your comfort zone to learn new, better ways of doing things.  

Self-management is important for effective performance, however, is by itself insufficient to drive enduring peak performance. Great, self-managing people don’t just become great on their own; there are two other vital performance ingredients that need to be in place that are often overlooked by organizations: 

Supportive team leadership  

Team leaders who are supportive are encouragers and coaches who enable people to be at their best by believing in them and removing blockers and barriers to effective performance. Rather than managing by fear, they make people feel important and valued by listening to and empathizing with them, taking their opinions and any concerns into account. They also challenge them to set stretching goals and provide encouragement and recognition to help them progress. However, they also support them when inevitable mistakes and setbacks arise, helping them overcome and learn from these.    

A great company culture 

Even with highly self-managing people and great first line managers, companies can still lose their best people and fail to create a motivating performance culture if top management and the environment are toxic and drain people’s energy and motivation. Top management in the best performing companies sets an inspiring and meaningful purpose people can easily identify with, ideally one that goes beyond profits and products and inspires people to work hard to make a difference by positively impacting their customers and society.  

Leaders in these companies invest in building a great company culture characterized by open communication and candour (including constructive criticism of top management), learning from mistakes, appreciation of diverse styles and opinions, regular updates on progress and recognition of outstanding accomplishments. Thriving cultures are human-centred, compassionate, and energizing. They create conditions for employees to build strong connections within and outside the team, collaborate regularly, develop their skills, progress their career and improve their overall sense of wellbeing.       

If you want peak performance from people, don’t simply encourage them to self-manage and leave them to it. Ensure your team leaders are trained, equipped, and rewarded for providing excellent support and building a thriving, motivating culture that inspires and unlocks excellence. 

Lead strong teams that have the motivation and capability to achieve sustainable success and thrive in their careers with TalentPredix coaching solutions. Contact us to learn more: info@talentpredix.com  

Major changes like Covid, digital transformation and the growing environmental emergency are disrupting traditional business models and creating huge impetus for transformation and innovation. To succeed, today’s organizations need to be highly adaptive and constantly innovate to keep pace with disruptive forces and changing customer preferences. 

Yet too many companies still stifle the ideas and creativity of their employees. They straitjacket people with directive leadership and rigid policies, processes, and procedures, smothering the voice and imagination of their people. The results are predictable. Motivation, teamwork, and innovation nosedive, followed by declines in customer loyalty and financial results. 

To succeed and compete in this new era of disruption and innovation, organizations need to learn how to harness employees’ incredible creative potential, as innovation is a distinctly human endeavour. The world’s most innovative companies systematically devise ways to promote a culture of collaboration, creativity, and innovation. Here’s how you can do the same by putting these principles at the heart of your organization’s people strategy: 

Develop creative thinking capabilities  

Creative and imaginative thinking involves intentionally expanding our thinking to find new and useful ideas and solutions to overcome problems, accelerate innovation and enable the organization to achieve its goals. Studies show that it is one of the most important competencies for leaders and teams to possess to be effective. In future, it is likely to become even more important because of growing rates of change and disruptive innovation. Just like emotional intelligence, it is also extremely difficult for AI and intelligent machines to perform creative problem-solving as effectively as humans.   

But creative thinking is not natural for most employees, as it is not taught at school or even by most universities. Organizations seeking higher rates of innovation should therefore invest in training their staff in creative and collaborative thinking methods, ensuring people have the skills, tools, and techniques to unlock the power of cognitive diversity and people’s collective ideas. Through developing creative thinking skills like learner mindset, powerful questioning, reframing, divergent thinking and cognitive diversity, organizations will promote a culture that encourages curiosity, experimentation, and innovation.   

Build teams comprised of diverse strengths and styles 

At innovative companies like Google, LVMH, Apple, Unilever and Salesforce, employees are encouraged to express their individuality and apply their unique strengths, imagination, and know-how to achieve their own goals and those of the wider business. Employees in these companies are not expected to be well-rounded. They are empowered to optimize their strengths and work with diverse team members that complement them.  By building highly inclusive and cognitively diverse teams, these companies unlock ideas, creative problem-solving and improved rates of innovation. They also become ‘talent magnets’ for the most talented people who seek organizations that provide opportunities for them to shape decisions and the future of the business.   

Build a connected, team-based organization where ideas and knowledge flow freely   

Innovative organizations create opportunities for people from different parts of the business to connect and work together in mixed teams that span diverse functions and business areas. A growing number of innovative and dynamic businesses are organized into natural teams that assemble to deliver specific projects or products then disband once the project outcome or product is delivered. This way of organizing work is a natural evolution of the popular matrix structures found in many innovative organizations.

However, the big difference is that functional lines of reporting are looser or even non-existent. Work is organised by team leaders and highly empowered teams and people are assigned to teams based on their experience, performance track record, and strengths. Innovative organizations also promote informal and frequent connections among employees by enabling people to socialise and have fun together, both in physical and online environments. Enabling employees to spend such time together builds trust, improves collaboration, and accelerates knowledge flows. This provides more opportunities for employees to discuss and refine ideas, as well as a chance to share insights, and better practices.      

Promote psychologically safe workplaces  

Many organizations are now promoting psychological safety as a fundamental pillar or their people strategy. This is crucial as people need to feel they are in a safe and supportive environment that appreciates them and values their input and contribution.  

However, there is another compelling business reason to pursue a culture where psychological safety becomes the norm. To succeed in today’s ever-changing environment, organizations are going to need to accelerate creative thinking and innovation. The only way to do this is to ensure everyone feels they can openly and honestly voice their ideas and opinions, no matter how controversial or challenging these are.  

Encourage ideas and experimentation 

Employers often unintentionally cultivate risk averse and conservative cultures through centralising decision-making and stifling the creativity of people at lower levels in the organization. They create a fear culture by discouraging risk-taking, initiative, and direct challenge of top management. In innovative organizations like Gore, Meta and 3M, employees are actively encouraged to engage in creative problem-solving, hackathons and experiments to improve products, processes, and practices. Leaders in these companies recognise that tolerating mistakes is required to accelerate progress and achieve breakthrough innovation. They encourage and reward employees for coming up with great ideas to improve the business and its products, creating greater value for customers and other stakeholders. They also empower people to stretch themselves beyond their comfort zone and embrace curiosity, agility, and continuous learning.      

Today’s organizations need to be able to adapt quickly and innovate in the face of fast-changing conditions. Leaders and teams who can anticipate, innovate, and adapt faster will enable the business to gain a clear competitive advantage over rivals. They will also be able to attract and retain the best talent, as the most talented people look for employers that value and leverage their ideas and full potential. By implementing these five principles organizations can accelerate creative thinking and unlock the extraordinary creative potential of their people.  

We offer design thinking and creative problem-solving workshops for leaders and teams. Contact us at info@talentpredix.com for more information.