Brilliance Lab’s Post

Discover how your organisation's capability is not just defined by skills and knowledge, but also by the emotional intelligence and social skills of your team. Understanding this brings a new, comprehensive approach to addressing capability gaps. But, how can we harness these intangible elements to enhance overall performance? And, what challenges lie ahead in this journey? To read the full article, head here: https://lnkd.in/gUuCZBJw

Discover how your organisation's capability is not just defined by skills and knowledge, but also by the emotional intelligence and social skills of your team. Understanding this brings a new, comprehensive approach to addressing capability gaps. But, how can we harness these intangible elements to enhance overall performance? And, what challenges lie ahead in this journey? To read the full article, head here: https://lnkd.in/gUuCZBJw

Staying competitive requires not just a strong strategic vision but also the ability to effectively execute that vision. By evaluating an organisation's processes, resources, and personnel, a capability assessment offers clear insights into the operational strengths and weaknesses. It can discern whether the existing capabilities align with the strategic goals and if not, what changes are necessary to facilitate the desired growth and enhanced performance. Here are 7 Key Signs Why You Need a Capability Assessment:

Happy to inform that i have learnt the fundamentals of strategy and focus on company’s most strategic opportunities - What competitive differentiation means, and how to identify where our company sets itself apart from the competition - How organizations separate critical work across the operating, coordinating and strategic systems of our company - The difference between competitive work, competitive-enabling work, and business-essential work, and how to optimize our day for the greatest impact and satisfaction

When hiring your team or members of your organisation, I imagine you were looking for a broad range of skills: that person for their analytical eye, that person for creativity in problem solving, that person for their exacting level of detail, and so on. The beauty of this variety comes with a challenge. If people have different skills, it's often because they *think* differently. They bring a unique worldview to the task at hand. This is great, of course, until it comes to working together on a project. How often do we hear "Those people don't know what they're talking about?" or "They just don't understand." And how often does this turn into "They're lazy/too rigid/unrealistic!" It doesn't have to be this way. Firstly, people don't always see that the way they understand things is not the way everyone does and they may not even be able to identify their particular thinking style. If you can show your teams how they think as individuals, and then how their colleagues think, and finally how everyone's thinking styles can work together you'll find yourself with an innovative, resilient and high-performing team on your hands. This is all part of what I do as a Whole Brain Thinking® practitioner. I can work with you one on one, or in workshops with teams large or small. Your teams will thank you; this is understanding they can carry with them throughout their careers and beyond. Let's talk about unlocking the potential of your teams >>> https://lnkd.in/gMMUVF-m

What will it take to thrive and flourish in a world that is growing increasingly complex with each passing day? How can we prepare ourselves to navigate the challenges and opportunities that lie ahead? We believe this post’s title, “Strategic Harmony: Navigating Complexity with Activation, Identification, and Elevation,” elegantly captures the essence of the strategic sequence and the critical path to discovering viable ways forward in the face of complexity. https://lnkd.in/dvvP93Py

The adaptable organization is a fundamental shift from today's operating & management philosophy. Enabling large-scale global organizations to align to the needs of their customers' and exploit market opportunities. Are you ready?

The solution is in the problem To find one we must the other 3 steps for frictionless workflows: - Identify different friction spots within your job or organization. - List key stakeholders for each. Who is causing, or impacted by, that friction? - Engage those stakeholders and ask for their insights as to why friction exists in the first place. Albeit tedious and difficult, this process reveals how to effectively address challenges. Too often organizations slap a bandaid solution on a gaping wound. It may appear to slow the bleeding for now. But it won’t stop the bleeding forever.

"Culture eats strategy for breakfast" - Famed management consultant Peter Drucker TurnkeyZRG and ZRG Partners, LLC are exclusively in the talent business. As such, we're continually seeking new ways to add more value to our partners. The launch of the "Taylor Assessment" continues that tradition and will help your organization build, maintain, and enhance your company's culture. Identifying talent is just one part of the equation, you need to identify talent that can add value to your organization and help you define or reinforce your company culture.

How do you know if a candidate will positively impact your organization’s culture? The Taylor Assessment enables you to make more informed hiring decisions that are in harmony with your organization's cultural goals. It’s the only tool that helps you understand how a candidate’s behaviors will align and contribute to the company's current or desired future culture.