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nuts and bolts of competencies

Making competencies work – the nuts and bolts of your organisation

Embedding a competency framework across all your assessment processes is another critical step to making your framework come alive. It is surprising how often we find that different processes (e.g., leadership development programmes, 360 degree questionnaires and executive search briefs) adopt different criteria and use language that is not consistent with the core behavioural expectations …

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Police performance management

PDR process within the Police – do your systems comply?

If you’re based within a police force, you’ll know that the National College of Policing is mandating that an annual performance review or PDR is to take place.   For this, you’ll need a robust, reliable performance management software tool which has already shown to meet the demands of flexible PDR dates, fit with the ways in which …

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Time to revisit your competency framework?

Just when you thought that competency frameworks were all but dead,  we’re seeing a resurgence in the market. Many invested in competency frameworks during the 90s heyday – and have retained a firm belief in the unrealised potential of a common language for performance and behaviour – and now we’re witnessing a number of organisations ‘refreshing’ their frameworks and committing renewed energy to …

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The move towards continuous performance management

Leading organisations are successfully replacing outdated appraisals with ‘continuous performance management’ – and we’ve been supporting them every step of the way from initiating change, creating assessments, reviewing processes, providing software and coaching managers. But what are the key areas you need to consider if you are looking to make the shift from a one-off …

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Setting the scene and contracting for your 360 degree review discussion

If you’re running a review programme, and you’re preparing for the 360 degree review discussion and feedback conversation, how do you create an environment of openness and understanding so that action will follow and a change in behaviour or competence will arise? We may all approach these feedback sessions differently but below is a summary of some of …

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What can we learn from Neuroscience to improve Performance Management?

By Debbie Hance, Head of Business Psychology, Head Light I attended a really interesting lecture about ‘navigating neuroscience’ by Dr Vaughan Bell of UCL. And it got me thinking: how could we use some of the learnings from neuroscience to improve performance management? One of the particularly entertaining trends Dr Vaughan Bell presented was ‘neuroessentialism’.  …

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