Give a Gift Worth Giving


People-development converts payroll costs to asset-investment

Post 1 of 4:“If employees don’t see development investment as a tool they will personally benefit from, the effort and money are not worth giving.  That means I also need to take interest in it… as a gift I chose for an individual,” a tenured manager in the group answered frankly.

Weather had caused a travel delay, leaving the event coordinator, Eric, playing temporary facilitator to about fifty business leaders gathered for an Employee Development Workshop to be led by a nationally recognized speaker.
Eric had opened the floor to responses after asking, “What are your most critical lessons-learned about providing development or growth opportunities to your employees?”

Relevant comments led the input toward individualized assessment tools the leaders had found effective… or not so effective.

“Adults are rarely willing to change unless they first feel pain with their current situation.”

“The most effective experiences allow participants to safely and respectfully see an accurate reflection of their own reality.”

“Effective self-assessments can provide that personal application without painting the whole team with the same brush.”
“And sharing individual results wisely can allow the team to capitalize on behavioral diversities and skill strengths.”

“The personalized results of the best assessments convince the assessor of its credibility without salesmanship from a proctor or consultant.”

Eric set the pace for continued discussion, “It sounds like many of you agree that self-assessments can help employees feel like reflection, education and the resulting customized plans can be a development gift worth giving to your employees.
“I’ve just received an update, and it looks like we have about two hours before our speaker arrives.  We’ll take a short break and return to discuss some of the most effective assessments you have had experience with.  Thank you again for your willingness to make this agenda adjustment so effective.”

On the screen after the break, Eric had a list labeled VALUE CONSIDERATIONS: 1:Core Differences Assessed; 2:Personalized Results Format; 3:Applications; 4:Hesitancies.
“Let’s use these aspects as guidelines to keep our discussions focused as we explore specific assessment tools.” Eric then led a short brainstorming session to list assessments then an activity that identified the group’s experience with and interest in each item listed.  From that they prioritized eleven to discuss.

Four of the chosen tools assessed ways people operate – inside or outside of their business worlds:

  • Myers Briggs Type Indicator
  • Birkman, Reaching Further
  • DiSC Dimensions of Behavior
  • StrengthsFinder Reports

Four additional ones assessed styles used in specific performance or leadership areas:

  • Communication
  • Conflict
  • Initiation of Change
  • People Management

The last three were generically branded and valued for their unique applications:

  • 360° Feedback
  • Interest cards
  • Value cards

The event feedback gave Eric high marks for turning around a disappointing situation, and he was excited to post their scribed results on the guest speaker’s website after the session.

Reality: Learning and growth opportunities have quickly become foundational for energizing employees to engage their maximum contributions toward our success.  We cannot expect to give them dime-store quality development experiences that do not demonstrate how we value them.  Whatever we decide to give, we must first value ourselves, and after they ‘open the gift’ we must show enough interest to help them with any required assembly and keep it powered with the right batteries!  Leaders, use your creativity!!

 FOLLOW US & don’t miss the next PEPPERBOX blog: What did these leaders value about the four personality-focused assessments they explored?

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