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How to Build High-Performing Teams by Developing Mental Toughness

We’ve been talking a lot lately about mental toughness in athletes; what it is and how to spot it. While some people are more naturally inclined to possess the traits that suggest mental toughness, it’s also a skill that can be developed. Not everyone needs to be a North Carolina point guard to understand mental toughness or learn how to leverage those qualities in their professional careers, you can also cultivate mental toughness on your own teams.

Applying mental toughness to the workplace

Before approaching a strategy for mental toughness, you should consider what it means to value mental toughness in the workplace. Why should you prioritize building these skills in your team if they aren’t naturally inclined to do so on their own? If these are skills typically associated with athletics, how can they apply to the workplace?

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6 Personality Traits That Make an Impact on Top Performing Teams

Building mentally tough teams requires mentally tough employees. In our latest whitepaper,our research team defines the psychological advantage of six essential personality traits that make up mental toughness. And while some people are more naturally inclined to possess these traits, mental toughness is also a skill that can be developed by honing in on these key characteristics and building upon them over time.

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The Value of Self-Awareness at Work

By Caliper, a human capital analytics company leveraging decades of data and validated assessment results to predict and select high-quality candidates. Caliper is a TMSA Affiliate member.

Great leaders often have several traits in common. We tend to see characteristics like strong communication, a positive attitude and a sense of integrity on the short list. But, where does self-awareness come into play? This attribute is often overlooked in leaders, but here at Caliper, we argue that this characteristic can make or break a work environment.

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Promoting Employee Happiness

By Caliper, a human capital analytics company leveraging decades of data and validated assessment results to predict and select high-quality candidates. Caliper is a TMSA Affiliate member.

Everyone has seen the statistics about employee happiness and how it’ll change the way your workplace operates. Companies with happy employees outperform their competitors by 20%. Some companies have even gone as far as hiring an employee experience officer. One of the most notable companies to hire someone dedicated to employee experience was Airbnb back in 2015 when they transitioned their Chief Human Resources Officer to the Head of Employee Experience. The duties of the new role include shared HR functions as well as responsibilities that focus on their new “workplace as an experience” vision. To achieve this vision, most offices included a group of employees called “ground control” that focus on bringing AirBnb’s culture to life.

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When Personality Assessment Results Disappoint

By Caliper, a TMSA Affiliate Member

With the number of jobs and applicants increasing, many professionals are turning to advanced tools such as personality assessments to aid them in the hiring process to determine if potential candidates are the right fit for their company. But what is a personality assessment?

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Fixing Performance Problems

By Mike Temple, TranStrategy Partners

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Personality Assessments: How They Can Revolutionize Your Hiring Process

By Mark Greenberg

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4 Ways to Increase Millennial Retention

“..at least 40% of millennials see themselves staying at their current organization for a minimum of nine years.” - Jennifer Deal and Alec Levenson (2016)

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The Critical Importance of Succession Planning

The current labor force in America is polarizing – there are lots of older workers, lots of younger ones, and fewer people in the middle. That’s a legitimate managerial challenge. There are fast-paced changes in work that lead to skill shortages and managers complain that they have no one ready to fill vacancies. And the numbers of women and minorities at senior levels are still insufficient.

When a key position is left unfilled for any length of time, important decisions cannot be reached and critical activities are delayed.  Often it is difficult to meet or exceed customer expectations, to confront competition successfully, or to follow through on efforts of crucial long-term significance.There are also other general challenges – reduced loyalty among employees, increased turnover of identified successors and high performers, increased attrition in executive level positions, and a shortfall in the number of future leaders.

Retaining leadership talent is both a strategic and economic necessity. You cannot implement your strategy without the right leadership. Because of these issues, there is a heightened sense of urgency about succession planning. No matter how certain your future appears, now is the time to begin taking measures to close the gaps we face over the coming years. A succession plan can help organizations drive competitive strategy, reinforce values, and successfully secure their future.  

To focus your succession effort:



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The Emergence of People Analytics

 

The demand for talent has been picking up for the past few years, perhaps to the degree that the balance of power has shifted from employer to employee. Employees are also becoming more mobile and willing to work as contracted specialists and independent consultants, a development that has compounded the challenges associated with hiring, engaging, and retaining staff.

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Engagement and Retention of High Potential Leaders

This is a true story: In a meeting at a popular technology company, the CEO and his team had just completed their annual talent review of up-and-coming leaders within the company. Retention of top talent was a high priority, and the CEO gave an example of “Joe,” a direct report of the Chief Operating Officer. The strategy included giving Joe a huge raise and assigning him to a high-visibility special project in addition to his demanding day job. The CEO stated that these actions would ensure Joe doesn’t become a flight risk.

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3 Practices of High-Performing Teams

In ancient mythologies from around the world, it’s common to find gods and monsters bearing multiple heads, and such beings are depicted as formidable and difficult to defeat. It turns out the ancient people were not just creative; they had good business sense too.

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What if Your Top Sales Manager Quits?

Imagine this. One of your top sales managers has asked to meet with you. You settle into your morning coffee, take a seat at your desk, and invite the sales manager into your office. Right away, you notice something off in his tone.  And then it happens … he delivers his two-weeks’ notice.

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7 Qualities of an Effective Personality Assessment

By Jacque Casoni

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Developing a Company Culture of Innovation

By Ricardo Roman of Caliper. Caliper is a human capital analytics company leveraging decades of data and validated assessment results to predict and select high-quality candidates and is a TMSA Affiliate member.

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5 Tips for Hiring and Managing "Twenty-Somethings"

 

Let’s get this out of the way first:  Millennials have been such a frequent topic in hiring discussions recently that managers are admitting to being positively fatigued by the word.  If you’re in that camp, it may come as good news that soon it won’t even be the right word when we’re talking about younger, less-experienced workers. Some Millennials have been in the workforce for well over ten years, and—are you ready for this—you’ll be receiving job applications from Generation Z pretty soon. You may even have one or two as interns!

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TMSA Conference Insights on Recruiting and Retention

During the 2018 TMSA Logistics Marketing & Sales Conference, attendees had their choice of 20 topics that involved peer-to-peer discussion on opportunities, challenges and best practices involving those topics. One topic was on Talent Recruiting and Retention. Rachel Hayden and Denise Crockett of Confidential Career Solutions facilitated discussions on this topic and shares a summary of what their peer group discussed:

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It's Time for HR to Embrace People Analytics

“Talent is now the most scarce and valuable commodity on earth, so companies who really understand how to attract, retain, and manage people will win.” - Josh Bersin, principal and founder of Bersin by Deloitte, Deloitte Consulting LLP. (1)

It is undeniable that the demand for talent across the business world has been picking up for the past few years, and the things employees value most have shifted as well, partly because of generational attitudes and partly because new technologies redefining the workspace.

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6 Tools for Teambuilding in a Global Economy

The importance of effective teamwork has never been more critical than it is now. Why? Simply put, businesses aren’t run the way they used to be. In the past, organizations had a clear top-to-bottom hierarchy, departments were self-contained, and neat borders existed between individual roles. Such a set-up may appeal to our sense of order, but, as we all know by now, silos aren’t particularly efficient or agile in today’s business environment.

Thanks to technological innovations in an ever more global economy, a new world of possibility has opened up regarding how we conceive, develop, and deliver products and services. And it takes a new kind of teamwork to pull it off successfully.

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4 Critical Elements of Succession Planning

You will be replaced.

Don’t feel bad; it happens to all of us. It’s the cycle of life in the business world. But whether you are taking on a new role or sailing into retirement, it’s important that the person following your footsteps is ready and able to tackle the challenge. Hopefully, that person is already on the payroll.

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