Do you suffer from indecision?……sometimes… second thoughts… maybe not.

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We’ve all been there: standing at the crossroads of “yes” and “no” while a little voice whispers,

“What if this is the wrong choice?”

Indecision can feel like a heavy fog, but here’s the good news: Effective communication and decision-making are intertwined. Strong communication skills are essential for gathering information, sharing perspectives, and effectively communicating decisions to the team. Similarly, effective decision-making requires clear and concise communication to ensure that everyone understands the rationale behind the decision.

Leaders especially must be able to clearly articulate their vision, inspire their teams, and make informed decisions that align with the business goals.

Studies tells us the attributes that great communicators and decision makers possess:

What Makes an Effective Communicator?

  • Clarity and Conciseness: They can articulate their thoughts and ideas clearly and concisely, ensuring that their message is understood by all team members.
  • Active Listening: They actively listen to the input and perspectives of others, demonstrating empathy and understanding.  
  • Strong Interpersonal Skills: They build and maintain strong relationships with their team members, fostering trust and open communication.  
  • Transparency and Honesty: They communicate openly and honestly with their team, sharing information and addressing concerns proactively.
  • Storytelling and Narrative: They can effectively communicate their vision and inspire their team through compelling stories and narratives.

What Makes an Effective Decision-Maker?

  • Data-Driven Approach: They make decisions based on data, evidence, and careful analysis.
  • Strategic Thinking: They consider the long-term implications of their decisions and how they align with the goals of the organisation.
  • Risk Assessment: They assess potential risks and develop mitigation strategies.
  • Decisiveness: They make prompt and informed decisions, even in ambiguous or uncertain situations.
  • Flexibility and Adaptability: They adapt their decisions based on new information and changing circumstances.

Effective leaders excel at both communication and decision-making, proving the ability to inspire their teams, make informed choices, and drive the business forward. 

Ready to Level-Up? Request a FREE TRIALof our assessments.

 

Is Your Hiring Process Smarter than a Robot? 🤖

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When Amazon canceled its AI recruitment program in 2016 due to serious bias issues, it sparked debate about the effectiveness of AI in talent acquisition. Fast forward to today, and while AI has come a long way, it still has its quirks- like forgetting how to human. 

A recent post by Andreea Lungulescu , (founder of Talent Crunch and a big fan like most of us of Josh Bersin’s work), analysed information presented in a podcast by Bersin on the future of AI in HR. She found 85 problems!! For both of our sakes, I’m not going to explore the 85 problems here, but it’s an interesting analysis and very relevant when exploring the implications of AI in Recruitment.

Why AI Still Has Homework to Do

Unlike traditional psychometric assessments – which have gone through rigorous scientific processes, rely on robust norming procedures, and have been validated – AI tools often rely on limited datasets and lack the kind of rigorous checks that keep biases at bay.

This doesn’t mean AI is a no-go. It just means we need to approach it with caution and a strong dose of responsibility. Fairness, transparency, and ethics should be non-negotiables when incorporating AI into hiring.

The Future of AI in HR

On the other hand, AI does have potential in HR. AI can play a valuable role, and the post mentioned above explores this in great detail.

Nonetheless, most would agree it’s crucial to ensure that AI-powered tools are developed and used responsibly, with a focus on fairness, transparency, and ethical considerations.

Right now, AI is not yet ready to fully replace traditional psychometric assessments. A human-centered approach, combined with high quality science based valid and reliable assessments is the way to go when hiring. 

Why GPI Stands Out?

Science-backed psychometric assessments remain the gold standard for predicting job performance. And if you’re wondering how GPI stacks up:

✅ We meet or exceed the British Psychological Society’s standards.

✅ Technical manuals are available for all dimensions (because transparency matters).

✅ Our assessments are tried, tested, and trusted by HR professionals worldwide.

If you’d like to learn more about our unique assessments please request here.

Loosing an Employee

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As a manager, losing an employee might invoke one of two reactions – “Well, that solves one problem!” 😮‍💨,

or “How will we survive without them?!'” 😮‍

Let’s face it, losing employees can be emotional, expensive and disruptive. 

But let’s talk about the elephant in the room: Not all resignations hit the same.

It’s natural for managers to experience a range of emotions when an employee hands in their resignation. Sometimes though that feeling, deep in the pit of your stomach, can be different depending on the employee. For example:

If the employee is a top performer you might feel:

  • Disappointment: They were a real asset and losing them is a massive setback.
  • Frustration: Better retention strategies might have saved them.
  • Regret: You know you could have done more to keep them.
  • Anxiety: How to fill the gap left and what about the impact on team dynamics.
  • Sadness: You will miss them;  they were a valued colleague and team member.

On the other hand, if the employee is a poor performer you might feel:

  • Relief: You’re finally free from the awkward pep talks and hand-holding.
  • Validation: Deep down, you knew they weren’t quite right for the role.
  • Guilt: Did I support their development or address their performance issues.
  • Anxiety: Concerns about the potential for disruption in the team.
  • Indifference: “They’ll be fine… and so will we.”

But the Question is – Why are you waiting for resignations to just happen? You don’t have to feel stuck waiting for the poor performer to leave. 

Enter the GPI Edge.

With our scientifically-backed assessments, you can uncover what’s really going on with your team before they start updating their LinkedIn profiles. These aren’t your run-of-the-mill personality quizzes. We’re talking about digging into motivations, values, and hidden drivers of engagement – things a survey could never tell you.

Why does it matter?

Because knowing what your team truly needs means:

✅ Fewer surprise exits.

✅ Better team dynamics.

✅ A culture that people want to stick around for.

We’re not saying you’ll have 100% retention (we’re good, but not that good). But wouldn’t you want to reduce turnover by more than 60%?

Request a FREE TRIAL of our assessments.

Because keeping your best employees engaged—and maybe even keeping your sanity intact is worth it.