Radar output – What does your organization need?

Recruitment & Selection:
There is no room for doubt in recruitment decision-making. Research shows that an organization with 1,000 employees loses on average one million euros a year in the management and training of ‘under performers’. This emphasizes the importance of recruiting the right people. Usually people are recruited on the basis of their competences and dismissed because of their attitude. It is far better to recruit on the basis of attitude and dismiss because of the lack of competences. In other words, people should be recruited because they fit within the organization and are right for the job based on their attitude, and then be helped to develop the necessary competences, if these are lacking. The iWAM questionnaire is the ideal tool to determine a candidate’s attitude and motivation in a work context. It involves the comparing of a candidate’s profile with that of the top performers who are currently successful in the job in order to create a model of excellence. A ranking report is then drawn up that shows the best candidates in order of potential. In this way, recruiters can focus on selecting the top performers instead of wasting time trying to weed out the under performers.

Assessment or Development:
Accurate and objective tools are vital when evaluating existing employees or candidates, when, for example, a division is expanding or an organization is merging with another. We do this by observing behaviour in simulations or recruiting games. iWAM or COMET can be used for comparison with the ideal job profile. COMET can also be used for 360° feedback.

Coaching & Mentoring:
In order to help a person in their development, it is important that the coach uses the person’s current situation as a starting point. After a person takes one of our tests, the coach receives a detailed feedback report. The questionnaires form the basis of ‘gap analysis’ which highlights the gap between the person’s current attitude and aptitude, and shows what is required for the job in question. This determines what level of coaching and mentoring is required, and to which extent the gap can be filled.

Management:
The iWAM management report is designed to help managers manage their employees more effectively. Managers who are not compatible with their employees will undermine the performance of their team. They will also reduce retention levels because employees will leave sooner than their ‘natural clock’ predicts.

Teambuilding:
Sometimes it’s more appropriate to build teams in which people complement each other; sometimes a team of people of a more similar nature is required. The iWAM team reports compare people with one another. These reports prove extremely useful when a team malfunctions in pinpointing exactly what’s at the root of the problem in terms of differences in individual thinking styles. Our communication report provides team members with a practical tool that enables them to know which words to use in order to avoid communication problems.

Outplacement:
After someone has given an organization several years of loyal service, it's hard to hear that you have to go. The iWAM tool can help to give such a person a new direction in their career by assisting them in choosing an organization or job that matches their attitude and motivation at work. This is more accurate and beneficial than just defining the competences needed for the person’s current organization or job.

Corporate Culture – Change projects – Employer Branding:
What is the culture of my organization? How can I launch new corporate values across the organization? Projects such as ‘corporate branding’ or ‘employer branding’ are essential for any real cultural change. The objective is to find the answers to the following questions: Which are the prevailing values in my organization? What is the predominant attitude? How do we perceive our organizational culture and how do we know if an employee fits in?

When organizations merge or when the organizational culture is being evaluated or repositioned, the iWAM and VSQ questionnaires can be used to identify the existing culture and assess whether a person would fit. With COMET, we can determine whether employees behave in accordance with the organizational culture. Dynamo’s consultants can also help to translate the new values into Radar profiles so that we can measure the ‘gap’ between the existing and the desired culture.

Via ‘Appreciative Inquiry’ or evaluation research, we can bring about changes within an organization. This extends far beyond problem analysis and recovery to the identification and enhancement of solutions that are already in place and are known to work.

Model of Excellence:
A Model of Excellence answers the following question: “What is the difference between a top performer in a job and a low or under performer?” Such a model can be used to recruit the right person for the job, as well as to train or coach current employees to be more like the model. It can also be used to learn how best to manage them to improve their performance and job satisfaction.

 

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