GAABS’ Post

Ever thought about how you make decisions as a skill you could improve? While decision-making is a fundamental skill affecting everyone, there’s surprisingly little structured education devoted to how to improve it. Want to find out more? Join in and take this GAABS survey.

Have you ever thought about your approach to decision making, or how/where you learned your decision making skills? Over the past few months I’ve been fortunate to be involved with this GAABS initiative to find out more about people’s confidence, competence and approaches to decision making in the workplace. The ability (and confidence) to make good decisions is something that affects us all, regardless of role, industry or seniority and yet there is remarkably little education specifically devoted to it. We’d love to hear from as many people as possible (including YOU!) to gather meaningful statistics about how we make decisions and what we need to make better decisions. The survey takes about 10 minutes, you’ll receive a copy of the final report and also have the chance to enter a draw to win decision making books and a coaching session with a decision making expert. 👉 Participate here https://lnkd.in/eSbt9FEA Thanks for supporting this research! 🙏🏻 I’d be really grateful if you would spread the word within your networks Justin North Graeme Gregory Sinéad Burke Will Warburton Rebecca Warner Elio Cassandro Mark Dewar Laurence Boyd Victoria Carson Anna Meadows Yinsey Wang Oliver Searle Scott Maslin Alicia Young Jo Colls Sam Williams Tariq Mahmoud Peter Cawston Jarv Ashford Nick Jones

In a previous post https://lnkd.in/da2PVQX6 … I mentioned how certain tools, such as leadership surveys, can inadvertently promote a culture of complacency. Here, I share four strategies to prevent it: 1. Provide context to the results through reference questions. Each individual has different standards for the same concepts, and within teams, group dynamics can lead to varying standards at the group level. 2. Eliminate interpretability by asking about objective facts rather than subjective attitudes, as this helps reduce noise—unwanted variability in decision-making caused by inconsistent judgments. 3. Do not use leadership survey as an evaluation by the company of its leaders on an individual basis, but rather as information for leaders about the perceptions within their environment. Since each team has a composition that may be statistically biased and circumstances that are not comparable, removing this evaluative aspect, avoiding comparisons between teams, and using it solely as information for the responsible leader provides it with another purpose more aligned with self-reflection and self-development. The analysis of aggregated data in larger groups also makes sense because, in larger populations, biases tend to be diluted purely for statistical reasons, allowing us to obtain insights into majority perceptions. 4. Link the survey about team leadership to another survey for leaders regarding the characteristics of their teams. Asking leaders about what characteristics they believe their teams possess—not about individual members, but about the profiles and skills they think are lacking or present—can help cross-reference information and identify gaps, having a more complete view of the leader-team dynamic. #WorkplaceCulture #EffectiveLeadership #LeadershipSurveys #TeamDevelopment #OrganizationalChange

Want to understand the market outlook to help you understand the critical themes and inform your decision making for 2025?? Then why not participate in our annual market survey (which only takes 10 mins) and in return, you’ll receive an individualised report packed with the most critical themes and decisions for 2025: * Tailored insights: Compare your perspectives directly with market themes * Timely relevance: Survey items are updated each year, capturing the latest priorities from industry leaders * Year-on-year analysis: Track shifts in key themes to stay ahead of the curve * Holistic coverage: Explore actionable insights across organisations, culture, leadership Bendelta's annual market outlook report is a huge value add to many of our clients so why miss out on the fun, just because you haven't discovered how great we are to partner with yet... Rest assured, all data remains strictly confidential and will not be shared outside Bendelta. Here’s the link: https://lnkd.in/gk3__Y6e Let me know if you have any questions or want to catch up on anything else, otherwise thank you also for your time to complete it.

📊 Do rankings shape organizational success—or just perception? Wyatt Lee's recent paper, "Falling Fortunes: The Contingent and Asymmetric Effect of Rankings on Organizational Outcomes," dives into this timely question by analyzing Fortune 500 rankings through a natural experiment. The findings suggest that: ➡️ Falls hurt more than rises help. ➡️ Audience sophistication and information availability influence the effect. ➡️ Context is key—an organization's previous rank and the surrounding information environment play a role. This study sheds light on why rankings carry such asymmetric weight. It’s not just about where you stand, but who’s watching and how much they already know. A fascinating read for anyone interested in reputation, evaluations and performance metrics! #OrganizationalBehavior #Rankings #Fortune500 #Leadership https://lnkd.in/dyk92umS

One of the simplest ways to meet the core needs of your people is to elicit consistent feedback.  Whether it includes weekly 1-1’s with your direct reports or a routine anonymous assessment, the value of collecting these insights provides leadership with actionable data that can influence the way they strive to support their teams and help bring even greater intention to how they are showing up each day. When paired with effective action, this type of practice meets the core needs that your people have, namely: being seen, heard, and understood. When people feel that leadership actually wants to know their opinions and perspectives, and are also willing to sacrifice time, energy, and money to address the needs that were communicated, people will inherently feel cared for, respected, and valued at all levels in an organization. The net result of all this work can be summed up in the simple word: trust. This type of investment and practice builds trust with the people who are ultimately responsible for driving the business forward. #feedback #leadershipdevelopment #appellopartners

Business leaders: Do these 6 things to improve your argument when it comes to people decisions... 🔍 So often in business, the person that shouts the loudest wins the argument. People decisions should never be about the person that asserts the most authority—selection should be based on finding 𝐭𝐡𝐞 𝐫𝐢𝐠𝐡𝐭 person for the role. Here's how to enhance your people decisions and improve your argument, without raising your voice: 1️⃣ Identify: Take an approach grounded in data, not opinion. Identify all the data points that will help you objectively identify the right successors. 2️⃣ Source: Collect reliable sources of evidence-based data. 3️⃣ Store: Consolidate the data into a single data repositoy that is accessible to those making the decisions. 4️⃣ Predict: Use algorithms to draw insights from the data to help you predict successor readiness. Base decisions on data insights, not on seniority or dominance. 5️⃣ Connect: Integrate the data into your existing people processes like leadership development, retention and performance management to drive the right culture from the ground up. 6️⃣ Iterate: Continuously review and refine how you use data to improve processes and drive the right company culture. Improve the substance of your company's arguments and ensure a brighter future for your organization💡 #SuccessionPlanning #LeadershipDevelopment

To thrive in today’s evolving workplace, organizations must focus on skills-based transformation. 🔄 Based on the survey responses in our latest Market Study: The Skills Revolution, the keys to success when transforming into a skills-based organization are: 🔑 Leadership Buy-In 🎯 Aligning with Organizational Goals 🗺️ Skills Mapping 🔍 Focusing on Skills Gaps 📥 Check out our latest Market Study: The Skills Revolution to learn how leading companies are preparing their teams for the next wave of disruption: https://lnkd.in/gT6rgVrp Made in partnership with: - University of Phoenix - GP Strategies Corporation Peter Albert, MA-ISD, CPTD Dr. Eli Bendet-Taicher, PhD Jani Byrne Saliga, Ph.D. Brandon Carson Allison Sadler, PhD Dr. London Murray Michelle Ko Ben Baroody Detlef Hold Jay Fortuna, SHRM-SCP Jayana Garvey Adam Hickman, Ph.D Jim Guilkey, Ph.D. Traci Jackson-Marshall Mark L. Hillary M. Rose Sheldon Steve Turner Kathleen Mattie Casper Mørck Kason Morris, M.A.⚡ Design For Life KimLoan Tran, PhD Lisa Lang Rob Carman Stacy Hubiak Elson P. Kuriakose Johann Laville Wendy Roberts Joan Collins Yanabu Pooja Singh Mehta Christopher Auteberry #MarketStudy #TheSkillsRevolution #SkillsDevelopment #LearningAndDevelopment #WorkforceTransformation #CorporateLearning

"When leaders get overly focused on refining what already works, they can miss the bigger shifts happening around them. We’ve all seen it happen." says David Villa 💯 in his recent Forbes article. My key takeaways on how leaders can avoid these blind spots and make more informed decisions are: ✅ Seek out diverse perspectives - Surround yourself with people who challenge your assumptions and bring different experiences to the table. ✅ Conduct regular reality checks - Continuously assess whether your strategies and plans are aligned with the current market conditions. ✅ Embrace an experimental mindset - Be willing to test new approaches and learn from failures. Don't get stuck in the status quo. ✅ Encourage open communication - Foster an environment where employees feel empowered to share concerns or alternative views without fear of repercussion. ✅ Leverage data and analytics - Use data to validate your assumptions and uncover hidden insights that may challenge your thinking. The article emphasizes that addressing strategic blind spots is crucial for leaders to navigate uncertainty and make the best decisions for their organizations. What steps are you taking to expand your perspective and avoid potential blind spots? #StrategicThinking #LeadershipDevelopment #CriticalThinking #BusinessGrowth #DataDrivenDecisions #FutureofWork #RemoteWork #FlexibleWorkplace

"I know we have a people problem, but leadership won't invest in solutions..." I hear this from managers every week. Here's what I know after helping hundreds of organizations transform their talent strategy: The difference between getting a "yes" or "no" for Predictive Index? It's all in the numbers. ↓ ↓ ↓ THE REAL COST OF PEOPLE PROBLEMS: ⚫ Disengaged employees cost $450-550B annually in lost productivity ⚫ Bad hires cost between $17,000-$240,000 each ⚫ Poor performers consume 17% of manager time ⚫ Performance issues reduce productivity by 10.2% ⚫ Poor role fit costs 30% of first-year earnings Most leaders don't see these numbers clearly. That's why we've developed a powerful turnover calculator that: ⚫ Shows exact cost per position ⚫ Reveals hidden productivity losses ⚫ Projects ROI of implementing Predictive Index Want to make an undeniable case for PI to your leadership? Comment "CALCULATOR" below, and I'll show you how this tool can get immediate buy-in for Predictive Index. Together, we can transform your people challenges into measurable solutions. Question: What's the biggest pushback you get when proposing talent solutions to leadership? #PredictiveIndex #TalentStrategy #LeadershipDevelopment