Kaitie Brinston’s Post

There are countless tools on the market when it comes to personality-based assessments. Let’s be real: many of these tools offer similar insights, just wrapped up in different packaging (and typically using the same earth-tone color schemes But here's what really matters when choosing the right tool for your team. Ask yourself these 3 questions: A) Are you focusing on behavior or personality? Most tools tend to lean heavily on personality, which is often considered fixed. But if you're looking for adaptability, shouldn’t you focus on behavior—something that can evolve and change in real-time? B) How is the data collected? Are you okay with relying on questionnaires that sometimes present you with an either/or decision? Often, these create dichotomies that don’t capture the full spectrum of behavior. C) What’s the immediate takeaway? How is the data presented back to participants? Is it a long report they have to dissect, or are they left with practical, immediate insights they can actually use to improve team dynamics? If these questions resonate, it might be time to explore tools that go beyond static reports and fixed categories. For me, it's all about tools that help teams adapt and thrive, not just understand who they are. PS Shoutout to James Glass when he recorded this! #leadershipdevelopment #L&D #HR #teamwork #behavioralchange

🔑 Unlock Your Team's Full Potential Using Insight Tests #4 Working Genius This is a new one for me (it came out recently, from The Table Group and Patrick Lencioni) that focuses on your working styles. There are 6 styles: WONDER: identifies the need for improvement or change INVENTION: confirms the importance of that need and generates an idea or solution DISCERNMENT: assesses the merit and workability of the idea or solution GALVANIZING: generates enthusiasm and action around the idea or solution ENABLEMENT: initiates support and assists in the implementation of the idea or solution TENACITY: commits to ensuring that the idea or solution gets completed and that desired results are achieved Each of these styles is a cog in the machine of an organization that helps it function. I sit at the end of the machine with strong Tenacity and Enablement. I get things done and encourage people along the way. We all have different gifts and talents, and some functions or life stages of an organization require diverse skills. I can galvanize people around a new idea, but it doesn't give me energy. My time is better spent elsewhere. Where is your time best spent? ⤵️ #workinggenius #personalitytest #hr #talentmanagement #tablegroup

Have you ever thought, "What if I'm the problem employee?" It's a tough pill to swallow, but recognizing and addressing your own performance issues is crucial. A 2024 survey by Gallup revealed that nearly 20% of employees in the US receive negative feedback from their peers. Understanding that this could be constructive rather than punitive is the first step towards professional growth. Reflecting on your behavior, seeking honest feedback, and continuously learning are key strategies to turn around your professional image. According to a recent report by the Society for Human Resource Management (SHRM), 75% of employees who actively seek feedback and work on personal development see significant improvements in their performance within six months. Taking responsibility and making an effort to change isn't just about retaining your current job; it's about building a reputation for accountability and growth. If you're struggling with this, consider reaching out for advice or professional development resources. Sometimes a fresh perspective or additional training can make all the difference. We'd love to hear your thoughts and experiences on turning around performance. Comment below, or get in touch if you need tailored advice. Visit ramaxsearch.com for more information. #ProfessionalDevelopment #CareerGrowth #EmployeeEngagement #ramaxsearch #financialservices #hedgefunds #privateequity

🌶 Hot take! (which really isn't if you look at the data). Employees don't experience "survey fatigue" when asked for feedback or an opinion if they are listened to, considered and responded to quickly and effectively!! They become fatigued and disengaged when asked for an opinion and ignored for months on end (which is the typical experience of most traditional employee feedback strategies). Is it time we reframe the terminology "survey fatigue" and start calling it what it really is - "feeling ignored fatigue"? Let me know your thoughts? 🤔 #employeefeedback #employeelistening #newwaysofworking #agileleadership #agileengagement

Want to improve your feedback game? Here are 5 questions our clients are asking in Employee Surveys: 1) 'I feel valued in my role.' 👉 Why: Measures employee's sense of appreciation, crucial for retention. 2) 'My work contributes to the company's goals.' 👉 Why: Gauges alignment between individual roles and company goals. 3) 'I have the resources I need to do my job effectively.' 👉 Why: Identifies potential barriers to productivity and job satisfaction. 4) 'My manager listens to my ideas and concerns.' 👉 Why: Assesses the quality of manager-employee relationships. 5) 'I see opportunities for growth in this company.' 👉 Why: Indicates employee perception of long-term career prospects. These questions offer quick, powerful insights into workplace satisfaction. Which question would you add to the list? Share in the comments! ⬇️ #employeesurveys #workplacefeedback #employeesatisfaction #quesam

Does your team's experience feel more like this? Are people competing against each other and struggling to meet goals? Is there tension and conflict among team members? How well teams work together greatly impact performance and an employee's day-to-day experience. Bringing teams together to create alignment around goals and generate team awareness around each other's strengths and working styles can greatly enhance productivity and relationships. Using behavioral science and data, I help teams discover their Team Type and Strategy Type to build a high-performing team that values one another's strengths and difference. #thepredictiveindex #highpeforming #TeamSuccess ______ I'm Diana. Your friendly Talent Optimization Consultant. I help organizations hire, develop and retain top talent so they can achieve their business goals. diana@lovetoappreciate.com 405.830.5669

For decades, intelligence was measured primarily by IQ scores, focusing on linguistic and logical-mathematical abilities. However, Howard Gardner's 1983 theory of Multiple Intelligences revolutionized our understanding, revealing that intelligence is diverse and multifaceted. In a workplace setting, understanding these multiple intelligences offers invaluable insights. By recognizing that employees have different types of intelligence, employers can better allocate resources and customize training to suit individual strengths. This shift from a one-size-fits-all approach leads to more effective recruitment, more empathetic management, and stronger team cohesion. #multipleintelligences #futureofwork #teamwork #WorkplaceCulture #TalentManagement

If you've known me for even a minute, it might not come as a surprise that my all-time favorite tool to use with my clients is the CliftonStrengths assessment. I have a whole list of reasons why. 🗒✔️ One being that it helps organizations build teams that know and leverage their individual and collective strengths – in turn, developing teams that outperform those that don't. 🏋️♀️ And as a bit of a research snob, I love that the assessment is rooted in both quantitative and qualitative research. It's also been taken by 30+ million people across the world and has been used by over 90% of Fortune 500 companies. 🤓 When you're ready to use this tool and approach to help you understand, develop, and create an exceptional employee experience- schedule your free consult call with me. 📲 Let's make it happen together. 💪 The link to schedule a consult call is in the comments! ... #CliftonStrengths #Strengthsbasedleadership #employeeengagement #employeeretention

Last week, I asked my new team to provide me with anonymous feedback through a digital survey. The survey included an open-ended question seeking their thoughts on my first week with them and suggestions on how I can better get to know them and their work. My goal was to build trust within the team and open lines of communication, ensuring that everyone feels comfortable and safe providing feedback. The insights gained from this survey will enable me to create meaningful action plans tailored to the specific needs and desires of my new team. What are your thoughts on anonymous feedback? #workingatTR #managingatTR #ThomsonReuters

In a survey of nearly 5,000 professionals, boredom and the need for a challenge topped the list of reasons for job-hopping. 🥱 With organizations vying for top skills and talent, losing employees to competitors can be a costly blow. So, how does your business keep employees engaged, and motivated to avoid the risk of talent drain? #EmployeeRetention #SkillsAndTalent #GoFIGR #EmployeeEngagement