As an entrepreneur and management consultant with decades of

corporate experience, Performance Plus President and CEO,

Lynette Seawall will help you Win Your Game.

Take 20 minutes and be amazed!

Let’s get the right people onboard

Job Benchmarking

As an entrepreneur and management consultant with decades of

corporate experience, Performance Plus President and CEO,

Lynette Seawall will help you Win Your Game.

Take 20 minutes and be amazed!

Businesses everywhere are seeking better ways to secure the talent necessary to their success.

Jobs and the specific talents of the people who fill them are the unique building blocks of that success. But how can you discover the specific talents required by a “job” and match them to the talents inherent in a “person”? Only through Subject Matter Experts and the creation of reports that will give you an accurate reading of the behaviors and values common to both the job and the candidate.

First, TTI Talent Insights® will benchmark the job

All jobs have unique requirements for behavior. If the job could talk, it would clearly define the knowledge, hard skills, people skills, behavior and culture needed for superior performance. Your Subject Matter Experts provide unbiased input on the specific requirements of the job which is applied to the TTI Talent Insights® job benchmarking process. The result is an evaluative report that analyzes a total of 24 separate areas. Additional feedback and suggested interview questions that pertain to each area complete this report.

Second, TTI Talent Insights® will determine the candidate’s talent

People have unique behaviors that can be matched to jobs, but seldom are! When a person’s behaviors are in sync with a job’s, the result is increased performance and employee satisfaction. Common behaviors range from outgoing and assertive, to soft-spoken, mild and reserved; from adventurous and daring, to controlled and restrained, and everything in between. The job applicants who complete the Talent Insights® report respond to questions that define these unique behaviors. The results indicate where the respondent falls within the scale of common job-related behaviors.

Now, match Talent to the Job

The right talent in the right job equals top performance and employee satisfaction, which is exactly what every company wants! After completing the job benchmark and defining talent, you have a variety of attributes that are key to finding the right fit. Next, you can compare and match the job’s required behaviors and rewards / culture to a candidate’s ideal behaviors and motivators. You have produced a valuable piece of the information you need to make the best decisions on hiring top talent.

Continue to develop top talent for your organization.

The application of Talent Insights® does not stop after the hiring process. Use this insightful behaviors and driving forces report to continue developing top talent for your organization. With the addition of coordinating reports such as TTI Success Insights® Management Staff and Driving Forces®, you can produce further detailed information ideal for coaching, talent development, and performance appraisals.

Succession Planning

As an entrepreneur and management consultant with decades of

corporate experience, Performance Plus President and CEO,

Lynette Seawall will help you Win Your Game.

Take 20 minutes and be amazed!

Who would you trust to lead your organization?

With 10,000 baby boomers retiring every day as reported in the Washington Post, CEOs, boards, and senior teams need to find the right person to transition into the key leadership position in organizations. According to HBR, this transition takes years, not months. Each year about 10% to 15% of corporations must appoint a new CEO, whether because of executives’ retirement, resignation, dismissal, or ill health. In 2015, in fact, turnover among global CEOs hit a 15-year high.

Using Talent Insights® Job Benchmarking can facilitate the selection process. Coupled with the onboarding, integration, and past CEO support, the new leader has a significantly better odds for success.

Quoting Forbes, in 2016, the leadership gap will start being filled as boomers retire in numbers: More than 3.6 million baby boomers are retiring and more than one-fourth of millennial workers will become managers. Succession planning and next generation leadership development is being prioritized. In order to cope with the loss of boomers, companies will be hiring some back as consultants and advisors to current executives as well as new or upcoming leaders. Based on our global study, we found that companies need to offer regular feedback, instead of annual performance reviews, and virtual learning instead of printed manuals. In a follow up study, we examined the strengths and leadership styles of millennials and found that they are transformation leaders, which is different than boomers who are autocratic leaders. Ninety-one percent of millennials aspire to leadership positions, and their biggest weaknesses are technical expertise and influence. This new generation will fill the leadership gap by flattening corporate hierarchies, empowering others to succeed and forcing companies to make an impact on society, rather than just focusing on money.

Coaching millennials into succession plan opportunities is critical in making these leadership transitions.

Intergenerational integration has never been more important.