Some owners think of selling ahead of time and set dates and plans. Some get to a point where they’ve had enough. Others unexpectedly realise that the firm has huge value and decide to cash in while they can. And when owners elect to sell, everything happens quickly – and often without thought for the employees. This blog highlights actions to secure enterprise and asset value when selling a firm or its assets.
There are four primary instruments that should be used to conduct a robust selection process during recruitment - the aptitude test, the personality profile, work sample tests and a structured interview. This blog focuses on the personality profile, which is one tool in a suite of psychometric tests.
Machiavelli talks captivatingly about mercenaries: as soldiers paid a stipend, they lack loyalty. He argues that the prince's own army progresses better. Arguments in favour of your own employees over those contracting for you transport well through time. Contractors enter an economic contract. Employees engage emotionally, commit for the long term and will add value.
Intuitively we know that knowledge in a firm is good. In the East, those with knowledge are revered. But why is it that knowledge has value, and specifically, why is it that knowledge in a firm is useful to that firm? Something also tells us that knowledge for its own sake is of little value. It needs to be applied, to become competence, to realise its true value. This brief ‘intuitive’ look starts the process of building a framework for knowledge and its conversion to competence.
A 1 minute 30 second snippet advertising the link to the TimelessTime webinar titled "Setting out the process of development, talent management & succession". This is Webinar 4 in Trimester 2 of the Level 7 Manager Development Programme. The full 20 minute video recording of the webinar is available at https://community.timelesstime.co.uk - navigate under Categories to Level 7 Manager Development Webinars.
The business of predicting how, from their personality profile, humans will behave has both fascinated and annoyed managers. Northwestern University published results of research suggesting four personality types. Data from145,000 respondents was analysed using ‘big-data’ computer analysis methods using clustering algorithms. This research is easily misinterpreted and does not offer a robust or useful simplification.