The Nielson Group

Whether you are an individual in job search mode or an employer trying to hire top talent, this article hits key strategies needed for success.

The Leader Talent Assessment Bundle your organization needs.

Audit yourself with these 9 critical thinking skills.

Pre- and Post-Coaching Assessment Validates the Dunning-Kruger Effect. Coaching Provides a Safe Place to Expand One's Competence and Quickly Move to Sustainability.

Time to rethink your company's talent assessment strategy as a key part of your enterprise-wide HR strategy? Let this article serve as a supportive challenge. Add your thoughts in the comments - so we can grow community intelligence together. #HRaddsvalue

Solve Your Organization's People Problems: Rethinking Assessment Tools Research-Backed Assessments for Real Results

With the most sophisticated assessment administration system in the world and best-in-class assessments meeting the needs of the total employee life-cycle (from candidate evaluation to leadership development), why would any company, of any size, in any industry, use any assessment company other than TTI Success Insights? Let's talk: [email protected] Call me: 972-824-2520 #trimetrix #trimetrixhd #disc #motivators #assessments #hiringforfit #hiringtopperformers #culture #360 #coaching #leadershipdevelopment #hogan #ddi #mbti #cultureindex #managerassessment #eq #highpotential #eqassessments #emotionalintelligence #employeeengagement #employeedevelopment #hrleadership #csuite #assessmentsforhiring #hipo

Even great leaders can make one mistake that destroys everything: Misleading their best people. It doesn't happen overnight. ? It builds slowly, through daily choices that seem harmless at first. ? These 8 mistakes silently drain high-performing team members (what's left isn't good): ? 1. Being Unclear About What Matters ? Vague goals create constant anxiety ? Your team needs clarity to thrive ? 2. Ignoring Natural Strengths ? When you overlook their superpowers, they fade you lose their best work ? Great teams are built on strengths, not fixing weaknesses 3. Avoiding Hard Conversations ? Small tensions grow into big problems ? Build trust through honest dialogue 4. Making Fear the Driver ? When mistakes get punished, innovation dies ? Create safety for growth, not fear of failure ? 5. Hoarding Every Decision ? When you keep all the power, you lose all the engagement ? Let your team own their work ? 6. Ignoring Burnout Signs ? Small stress signals become major crises ? Watch for the quiet signs of overwhelm ? 7. Forgetting to Recognize Effort ? Appreciation isn't just nice—it's necessary ? Make recognition a daily habit ? 8. Demanding 24/7 Availability ? Always-on culture breaks strong teams ? Respect boundaries to keep energy high ? Here's the truth: ? You have the power to fix it. ? Leadership development coaching by The Nielson Group is ideal for successful mid-level managers that want to up their game and for high-potentials across the enterprise. We focus on leader communication skills, self-awareness, role awareness and organizational influence.? Want to learn more? Schedule an information session with Carl Nielson at https://lnkd.in/dNgGysAF.?

Which to use and when: OKRs and KPIs In a nutshell: KPIs are for measuring and managing performance, OKRs are for measuring and managing progress to objectives. Effective organizations do both. Measuring and managing progress and performance is key for every organization. Over time, two key concepts have developed to do so: OKRs and KPIs. What are the differences and when to use which? Hint: You need clarity of objectives first. The number of concepts that have been introduced over time to measure and manage progress and performance is significant: objectives, targets, metrics, indicators, measures, results, goals, and so on and so forth. Two stand out: OKRs and KPIs. Not just because they are simple acronyms but because of their wide adoption in the corporate world. While they are easily confused they differ in essential ways, and serve different purposes. Therefore, for using them wisely, it is essential to understand the differences and know what they are for. KPIs - Key Performance Indicators The most used and known of the two, KPIs stands for Key Performance Indicators. Often used as part of a Balanced Scorecard implementation, they are meant to measure how well an organization is doing—how it performs. If used well, KPIs provide important information about where and why an organization is doing well and not so well. As such, they should provide actionable insights for making improvements so that the organization starts performing better. OKRs - Objectives and Key Results While popularized by Google, OKRs were already introduced in the 1970s. OKRs stands for Objectives and Key Results and are often used as part of strategy execution or other change-oriented initiatives. And that’s where the crucial difference is. OKRs are used to measure and manage progress made with respect to achieving something specific. As such, they are more diverse, unique and dynamic than KPIs. One is not better than the other. One one is also not a replacement for the other. They are apples and oranges, meaning that one is better suited for something than the other. In a nutshell: KPIs are for measuring and managing performance, OKRs are for measuring and managing progress. Effective organizations do both.

Big favor to ask... 1. Please complete the 3-minute Success Discoveries Annual Career, Work and Economic Climate Survey by going to https://lnkd.in/g5webfAP 2. Please repost this request. We are hoping to receive 5,000 completed surveys by end of January. I will be releasing the results in a report in mid-February. All who provide their email will receive the report. Thank you! Carl Nielson #career #jobs #hiring #HR #CEO #leadership #2025survey #economy