Find out from Dr. Janz how firms can quantify their competitive strategy along four factors and discover the strategy-driven competencies their people need to confidently execute strategic priorities. Then Kevin Rutherford covers how to identify and evaluate mission-critical performers against 3D success models (that include strategy, function, and culture competencies). Take away practical actions for re-aligning and developing your current workforce and ensuring that new hires are fully in synch.  

Most executives seek a strategy-driven workforce, but end up with a workforce-driven strategy. They want to tune their talent to execute optimal market strategies, but often end up defaulting to strategies that the people they picked in the past can execute. WHY? They lack the means to quantify strategy so it can be mapped into the talent requirements critical for pivotal roles, and then engineer a Strategy-driven Workforce.

While others claim to create strategy-aligned competencies, they do so intuitively, introducing an unknowable level of execution risk. Dr. Janz introduces a competitive strategy architecture that measures competitive strategic priorities on four fundamental factors, showing how those factors map to strategy-driven talents or competencies that need to be present in pivotal roles. Summit participants take the Competitive Strategy Profiler prior to November 18, and receive their Strategic Priorities Profile report during the Feedback 1 session that immediately follows this Keynote address.

Dr. Janz explains how measurements on Competitive Strategy Architecture taken from visionaries, managers, and frontline performers in pivotal roles lead to four key metrics:
-How big is the shift required to implement the new optimal strategy,
-To what extent do managers and pivotal performers share the new priorities
-targeted by the leadership,
-What are the strategic, cultural, and functional competencies required of pivotal
-performers in order to execute the new strategy, and
-How the strengths of the current workforce align with the competencies required
-to execute the new strategy. Then Tom covers how these metrics drive decisions
-around communicating, implementing, and evaluating the change management
-strategy that delivers results from the optimal strategy.

Kevin Rutherford picks up at this point, showing from experience how to communicate new strategic priorities, identify pivotal roles and the options for closing competency gaps between current and strategic role requirements. Kevin illustrates the options of: Buy, Build, Borrow, Buy, and Bounce for closing workforce competency gaps, leading to an effective Implementation Game Plan.

All registered attendees receive a link to take the CSP online and receive their report in this session. Learn how your company compares to global brands and to other attendees. Dr. Janz covers action plans for comparing leadership team Strategic Priority Graphs with those from direct reports and the frontline workers who are essential to strategy execution.

If your leadership team sees value in reducing the people side of strategic execution risk, this session takes the first step towards measuring and understanding your corporation’s competitive strategic priorities.

Summit participants receive a Registration Confirmation Email that contains a link to the Competitive Strategy Profiler. In just Six Clicks, this web app measures the strengths of four primary factors of competitive strategy. Participants who complete their six clicks prior to November 12 will receive a Competitive Priorities Profile report in their arrival packet at the Summit.

Dr. Janz will review CPP reports of prominent global corporations, and compare those with profiles collected from selected participants (with their permission) or participant averages during this session. He will detail how to use this profiling tool to: determine the size of the strategic shift between traditional and targeted competitive strategies, assess the saturation level of the target strategy among managers and frontline pivotal roles in the workforce.

Asian companies fill dozens of mission-critical technical, professional, and frontline service positions every day. Learn how to make a step-change boost in hiring the best talent while cutting labor cost and time-to-fill. Hundreds of studies prove conclusively that validated assessments deliver at least 10 times returns on cost, but beware exaggerated claims and deceptive methods that plague the industry. Dr. Janz highlights the practical solutions that really work.  

If your organization struggles to cost-effectively fill frontline service roles with strong brand ambassadors who stick with you OR fill pivotal professional roles with technically and people-smart performers committed to the corporation and the truth, this session offers an overview of fast, efficient, online assessment options that work to deliver at least 10X returns on cost.

Dr. Janz begins with a brief history of employment and of hiring practices. Tom surveys the full range of online talent assessment options relevant to both high-volume frontline service/production jobs, as well as higher end technical, professional and managerial roles (excluding the senior executive level). He highlights what science can prove about the relative accuracy, efficiency, and candidate experience differences among the available talent screening and assessment methods. He examines traditional and innovative business models that drive practices that deliver restricted vs. optimal levels of assessment decision power.

The methods covered include: Resumes | References | Self-reported Skill Ratings | Personality-scored Tests | Integrity Tests | Unstructured Interviews Panel Interviews | Performance-scored Tests| Biodata Tests | Mental ability Tests | Structured Behavioral Interviews | Situational Judgment Tests | Work Sample Tests/Simulations | Assessment Centers

All registered attendees receive a link to take the Strengths Architect online assessment and receive their report in this session. Learn in small groups how to interpret your report and put it to valuable use. Henry shows how to select key strengths to develop, and an improvement opportunity where coping strategies reduce important career risks. If your organization struggles to hire frontline or pivotal professional talent that delivers on your brand promise or stay with you for the long haul OR avoids or under-uses (assesses just the short-list candidates) valid assessment tools because they cost too much, this session demonstrates a comprehensive professional assessment solution that is both powerful and cost effective.

Summit participants receive a Registration Confirmation Email that contains a link to the Competitive Strengths Architect. Those who complete the online assessment prior to November 12 will receive a Strengths Architect Assessment Report in their arrival packet at the Summit. Henry Chamberlain will review how scores on this report should be interpreted, and lead participants in this session through identifying their strengths including one they most want to develop further. He will also lead participants to identify the most valuable coping skill that they can engage to overcome a challenge identified by the Strengths Architect Report. Henry also explains business models that support doing the right thing with assessments, which is to assess all eligible candidates.

Learn how Henry, as head of selection for global banking corporation, put together a combination of online hiring best practices. The solution included eligibility screening on PeopleSOFT, then progressed to a Virtual Job Tryout followed by a Personal Job Fit and Strengths Architect screening phase from PeopleAssessments.com. Strong candidates through these phases took the Saville Consulting Wave assessment to complete a comprehensive picture of performance that delivered at least $7,400 of increased annual Relationship Manager profitability for a fully loaded cost of less than $700 per hire.

If you want to see how one global banking organization combined the best practices of Virtual Job Tryouts, Assessments of Personal Job Fit, Mental Ability and Professional Strengths, with a final stage in-depth assessment of candidate personality factors, this session reviews the methods and talent impacts of a three-stage assessment toolkit that combined the best of three worlds.

Henry Chamberlain walks you through the process engaged by a global banking organization while he was Head of Selection for that bank, from the creation of a strategic selection planning document through to the engagement of multiple vendors who provided best-practice assessment solutions that could be integrated into a comprehensive online screening process for Relationship Managers and Branch Managers. Henry will summarize data collected from candidates on their reactions to the process, as well as an initial financial impact analysis conducted in two cities targeted for a pilot program.

As the researcher that first proved the power of behavioral interviewing and as lead author on the book “Behavior Description Interviewing: New, Accurate, Cost Effective”, Dr. Janz passes along his most powerful tips for avoiding the traps and pitfalls he has seen interviewers experience. Leave with practical skills to make the most of your interviews.

If you want to take advantage of recent best-practice innovations developed by the lead author of the research that proved the power and the book that popularized the practice, this session delivers the latest behavioral interviewing best practices that you can use right after you leave the Summit.

Participants new to Behavioral Interviewing should explore the BD WebShop (free) prior to attending this “best practices” update, since Tom will not cover the basics during the session itself. Dr. Janz describes the pitfalls and traps he has seen interviewers fall into, even after training. He offers real time practical tips and recommendations for overcoming these problems, adding a web app for getting the behavioral interview started online. This solution—titled BIO for Behavioral Interview Online—offers the added benefits of online answer coaching and gaining credible third-party confirmation of behavioral answers at no labor cost.