AI is Here: Is Your Business Thriving or Surviving?

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We have all seen firsthand the seismic shifts impacting our workplaces. The rise of AI is no longer a futuristic fantasy; it’s here, transforming how we operate and demanding a smarter approach to our most valuable asset – our people. In this muddled chaotic world having the best people that are the right job fit and have a strong cultural alignment is more critical than ever.

For too long, hiring and development decisions have relied heavily on personality tests, subjective interviews and gut feelings. While experience counts, in today’s insight-driven world, can we afford to leave such crucial decisions to chance? The answer, unequivocally, is no.

That’s where reliable valid robust psychometric assessments come in, offering objective insights that go beyond the surface. In fact, a study by the Society for Industrial and Organizational Psychology revealed that companies employing psychometric assessments witnessed a 29% increase in productivity and savings of approximately $1.7 million annually per 1,000 employees.

Let me share a story about a client of ours we’ve been working with for 12 months. This thriving SME distributor based in Sydney,  like many businesses realised the importance of promoting leaders from within, upskilling their people and making successful hires.

However, like many businesses, they were grappling with these very challenges. Despite a dedicated HR team and experienced operational managers, they were enduring a plateau in growth and mismatches in their new recruits.

Having trialed GPI, the client decided to partner with us to implement our assessment technology, as they were impressed by our ability to:

  • Precisely tailor assessments to their needs
  • Delve deep into individual capabilities, personality traits, and values.
  • Give their team simple tools to evaluate job fit and cultural compatibility

Following consultation we focused on 3 key areas:

  1. Identifying Future Leaders

By assessing key leadership competencies and potential within their existing workforce, our client was able to pinpoint high-potential employees who might have been overlooked through traditional performance reviews and gut feel alone. This allowed them to create targeted development programs, nurturing internal talent and ensuring a strong leadership pipeline for the future.

  1. Clear Understanding of Training Needs

Instead of broad, generic training programs, the assessment highlighted specific skill gaps and development areas within different teams. This enabled our client to tailor their training initiatives, investing resources where they would have the most significant impact on individual and organisational performance. The result? More engaged employees who felt their development was truly valued and relevant.

  1. Increased Hiring success

Finally, and perhaps most crucially, GPI assessments significantly improved their hiring success rate and early failure rate. By incorporating  assessments into their recruitment process, they were able to use objective data to predict candidates’ suitability for specific roles and their alignment with the company’s culture. This went beyond the resume and interview, providing insights into how candidates were likely to perform and integrate within the team. The feedback was remarkable – new hires onboarded faster, were more productive from the outset, and demonstrated a stronger commitment to the company’s values.

 

Keeping Humanity in HR

This success isn’t unique. In an era where AI is transforming the very nature of work, understanding and retaining the human element is paramount. GPI assessments offer a powerful, data-driven approach to ensure you have the right people in the right roles, fostering a thriving culture and driving your organisation towards greater success.

It’s time to move beyond “gut feel” and embrace the tried and tested power of GPI psychometrics to build a resilient and future-ready workforce. Isn’t it time you explored how GPI assessment can help your business reach its full potential?

Learn more: www.greatpeopleinside.com.au

 

 

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.

 

 

Are You & Your Team Using CYA (Cover Your Ass) Tactics?

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As an HR manager, you wear many hats. You’re responsible for recruitment, onboarding, training, employee relations, compensation & benefits, and so much more. And let’s be honest, budgets are often tight. You’re constantly looking for ways to maximise your impact and do more with less.

Focusing on employee engagement and retention strategies is essential, but it demands a strategic HR approach. Investing in HR tools and techniques that enhance your understanding of your workforce and support their development is key.

The Untapped Potential of Psychometric Assessments

Many HR managers I speak with rely on psychometric assessments to validate their hiring decisions or assist with candidate selection. However, few integrate the results into their onboarding programmes, development plans, succession planning, or to equip managers with insights to better understand and grow their teams.

Do More with Less

Using psychometric tools for people development should be a no-brainer. After all, you’ve already invested in the assessments during the hiring process – and additional reports are often included in the cost (self-plug: ours definitely are!). Contemporary psychometric tools provide powerful insights into an individual’s cognitive abilities, interests, and behavioural preferences, making them a highly valuable but often underutilised resource.

Let me share a personal story about the impact of psychometric assessments on team development.

In one of my previous roles, I led a diverse team of individuals from various backgrounds. Despite my best efforts, the group felt more like a collection of strangers thrown together on a bus than a cohesive team. There were personal agendas, CYA tactics, missed deadlines, and poor productivity levels. I realised I needed a structured approach to better understand my team members’ strengths and development areas.

The Game-Changer

That’s when I decided to take a fresh look at psychometric assessments. While we were already using a basic four-quadrant personality test for hiring, I needed more robust tools. I wanted assessments that could provide:

  • Insights into cognitive abilities
  • A detailed breakdown of interests
  • Flexibility to customise assessments to specific needs
  • The ability to benchmark individuals and teams against tailored standards

When I found the right tool, the results were game-changing.

We gained profound insights into each team member, identified development areas, and facilitated both group and individual development sessions using the assessment resources. The gap analyses provided allowed us to target training initiatives effectively, saving us significant costs on generic training programmes. Managers were empowered with customised tools and actionable insights to support and develop their teams.

We extended this process to new hires, incorporating assessment data into onboarding and using management reports to create their first development plans. The outcomes were remarkable – engagement levels soared, attrition dropped, and productivity skyrocketed.

3 Steps to Harness the Power of Psychometrics

  1. Select the right assessmentsthat align with your organisation’s needs.
  2. Communicate the value of these toolsclearly to your team.
  3. Leverage the insightsto design targeted trainingand development programmes.

 

Are you ready to elevate your people development efforts?

  • Book an obligation free APPOINTMENTwith one of our consultants
  • Request a FREE TRIALof our assessments.
  • DM ME on LinkedInto discuss further.

 

#EmployeeEngagement #TeamDevelopment #Psychometrics #HRLeadership #WorkforceDevelopment #PeopleManagement #SuccessionPlanning #TalentDevelopment #HRStrategy #LeadershipDevelopment

 

 

This Japanese Phenomenon Might Soon Also Become an Australian Phenomenon

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Have you heard of Karōshi –the Japanese term for death by overwork.

A recent government survey in Japan found that around 1 in 10 Japanese workers clock in more than 80 hours of overtime per month, with one in five at risk of Karōshi.

But overwork is not just a Japanese issue; it’s a stark reminder of the toll excessive work takes globally, including here in Australia. A 2024 Australian survey found 4 out of 5 office workers experiencing burnout, often linked to heavy workloads and understaffing.

As with most workplace challenges, employee well-being has a massive financial impact on businesses of all sizes.

It’s estimated that disengaged employees cost the Australian economy a staggering $211 billion¹ annually—including losses from reduced productivity, absenteeism, and high employee turnover.

Even more alarming, nearly 25% of burnt-out employees haven’t spoken with their manager about this!

There’s a Better Way

GR8 Wellbeing is an innovative, data-driven assessment tool specifically designed to identify and address employee well-being challenges. Based on cutting-edge theories in industrial and organisational psychology, it empowers your organisational to:

  • Proactively identify burnout risks before they escalate.
  • Uncover the root causes of employee dissatisfaction.
  • Develop targeted interventions to improve well-being, engagement, and performance.

Invest in your workforce’s well-being—because happy, healthy employees drive organisational success.

Discover how GR8 Wellbeing can help your business thrive.

 

Source: HRM Online¹

#EmployeeWellbeing #BurnoutPrevention #HRInnovation #WorkplaceWellness #EmployeeEngagement #HRTools

 

 

My People Are Great But My Team Doesn’t Gel

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“I have great people in my business, but when working as a team they just don’t gel.”

 

Does this ring a bell with you?

Humans are complex individuals, but put humans together in a team, and complexity goes through the roof! So how do you ensure your teams deliver high performance and foster workplace collaboration?

A Champion Team Beats a Team of Champions

This adage, often used in sports, holds true in the business world as well. Professor David Clutterbuck, a renowned expert in team dynamics, defines a team as a “special form of group, where shared purpose and interdependencies replace common purpose and individual activity.” In essence, a team is more than just a collection of individuals; it’s a cohesive unit with a shared goal and a commitment to collective success.

By understanding these key characteristics, we can better appreciate the power of high-performing teams and the importance of fostering a collaborative and supportive environment.

 

The Three-Pronged Approach to Developing Top Teams

We live in an innovation-driven world, where building high-performing teams is more crucial than ever. To foster innovation and drive success, consider this tried-and-tested team-building strategy:

  1. Hire the Right People

Recruiting the right talent is the foundation of a high-performing team. To ensure a successful hire for your team, it’s critical to:

  • Benchmark Success: The first step is truly understanding what drives top performance in your business. Leverage the science of psychometric assessments to identify these attributes. This not only highlights development areas for existing team members but also creates a benchmark against which you can measure new team members.
  • Clarify Roles: Develop detailed job descriptions that outline the key responsibilities, skills, and experience required for each position.
  • Screen Effectively: Use a combination of screening techniques, such as resume screening, phone interviews, and video interviews, to identify qualified candidates.
  • Assess Fit: Consider a candidate’s fit with the manager, the team, and organizational values through tailored assessments.
  1. Onboard & Develop

The journey doesn’t end once the successful candidate signs the employment contract. To foster growth and employee engagement:

  • Onboard Effectively: Provide tools to help your manager onboard new employees and set them up for their first development plan.
  • Mentor and Support: Assign experienced mentors to guide new employees and foster workplace collaboration.
  • Invest in Training: Offer employee development programs to help staff acquire new skills.
  • Career Pathing: Create clear career paths to help employees see their long-term potential within the organization
  1. Create a Coaching Culture

Tony Robbins once said, “The greatest gift you can give someone is the gift of coaching.”

To give this gift:

  • Lead by Example: Model coaching behaviors, such as active listening, empathy, and constructive feedback.
  • Provide Coaching Training: Equip managers with the skills to act as effective coaches.
  • Foster Open Communication: Build a culture of honest dialogue where employees feel comfortable sharing their thoughts and ideas.
  • Recognize and Reward: Celebrate employee successes and provide regular recognition to boost employee engagement.

Invest in Your People

By focusing on these three key areas, you can build high-performance teams that drive results. Your people are your most valuable asset. Invest in them, and they will reward you with outstanding performance.

At GPI, we help organizations attract, develop, and retain top talent. Our programs increase team engagement and collaboration by more than 75%. See our testimonials here and book a call with me here to get started.

 

#TeamBuilding #HighPerformanceTeams #EmployeeEngagement #CoachingCulture

How to Prevent Mediocre Managers from Sabotaging your People Strategy

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Think about the worst manager you ever had; what qualities made them a bad manager?

You might think of some Not-Safe-For-Work words, but you might also say:

·  Micromanaging

·  Unempathetic

·  Uninspiring

·  Uncommunicative

·  Unsupportive

·  Unresponsive

Whatever you said, we’ve all encountered them. Those mediocre direct managers who lack the essential management skills to lead and inspire their teams. They’re not always bad people. Sometimes they’re great people in their technical roles, but they just really struggle to connect with people on an emotional level. This disconnect can lead to a host of problems, from low morale and decreased productivity to high turnover and a potential talent exodus.

Here’s the warning signs

These are some of the typical comments you’ll hear from your staff that indicate you have mediocre managers:

· “My manager is MIA. They’re never available when I need them.” We call these the Ghost Managers – now you see them, now you don’t!

· “My manager breathes down my neck, constantly checking in and questioning every decision I make.” These are the Micro Managers; they’re never willing to empower their team. Working under these managers is stifling. I’ve never had anyone tell me they love being micromanaged!

· “My manager’s mood swings are unpredictable. One day they’re supportive, the next, they’re critical.” These are the Moody Blues managers; their inconsistency drives people nuts.

· “I have no idea what’s expected of me from one day to the next.” These Garbled Guru managers confuse the heck out of their team; they struggle with communicating simple straightforward messages.

· “My manager just doesn’t understand me; we’re not on the same wavelength at all.” These Heartless Head Honcho managers are insensitive and don’t possess an ounce of empathy.

So what? Nobody’s perfect!

I agree, nobody’s perfect. Nevertheless, poor communication, a lack of empathy, and ineffective feedback can significantly hinder a manager’s ability to lead a team effectively. Micromanagement and neglect, on the other hand, can further erode morale, ,company culture and productivity. These behaviours damage genuine relationships and create a toxic work environment that can lead to decreased job satisfaction, increased turnover, and, ultimately, organisational crash landings!

3 Steps for Building a Coaching Culture in Your Organisation

To address the challenges posed by mediocre managers, organisations, regardless of size, must prioritise leadership development and people management skills.

In our experience, fostering a growth-oriented culture is key to a successful people strategy. Companies we work with actively support their managers’ growth and development to ensure they reach their full potential.

1. Offering accessible leadership development resources, such as practical management tools, online courses, workshops, and books. These can help companies empower managers with the tools they need to succeed. Building core skills through management training is essential for a high-performing team.

2. Implementing a mentoring program that connects experienced leaders with emerging talent, providing valuable guidance and support. A mentoring program improves employee engagement and fosters a positive workplace culture.

3. Engaging suitably qualified executive coaches to deliver tailored one-on-one coaching. This personalised development allows managers to address their specific challenges and aspirations. Studies tell us that over 70% of individuals who receive coaching benefit from improved work performance, relationships, and more effective communication skills.

Here’s what some of our clients say about their experience:

1. “Great People Inside tools & insights help managers to set our people up for success.” Karen Hailwood , ex CPO – https://www.phocassoftware.com/

2. We use GPI assessments for all our portfolio companies. GPI have tools they can customise for practically every HR situation and the outcomes are priceless“ Mark Flood , Director –https://renatus.ie/

3. “David believes in human based leadership and high self-accountability. Without reservation, I wholeheartedly endorse him.” Kim Fitzhenry Consultant at OSC (Optimized Supply Chain) Consulting

Remember, your people are your greatest asset. If you’d like to learn more about how Great People Inside coaching tools and executive coaching programs can support your managers, please contact us.

 

#LeadershipDevelopment #PeopleStrategy #CoachingCulture

23% of Employees Are Looking to Leave. Here’s How to Keep Yours & Save Up to $30K per Hire

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Did you know a whopping 23% of employees are actively searching for new jobs right now? That means there’s a strong chance your top talent is considering leaving. However, what if I told you there’s a way to not only retain your best employees but also significantly reduce the costs associated with hiring new ones in the future?

Let me tell you about one of our clients, a dynamic tech company. They were stuck in a perfect storm of challenges; 15% of their new hires were leaving before even finishing probation, and it was taking a staggering 40 days for new team members to become fully productive. This constant churn was obviously a huge drain on their resources and morale.
They were constantly interviewing, hiring, and onboarding, only to see new recruits vanish before they could truly contribute. They were devastated to see their team falling behind on projects, growing increasingly stressed, and incurring significant financial burdens that they couldn’t figure out how to stop. The cost of replacing an employee can be as high as 30 times their monthly salary, so this “revolving door” was seriously impacting their bottom line.

They knew they needed to address this urgently and asked if we could assist.

Here’s how we helped:

Deeper Candidate Insights: We analysed their existing team dynamics and benchmarked the specific skills, traits and work preferences required for success in their unique fast-paced work environment.

Targeted Recruitment: We then helped them re-engineer their recruitment process tailored to those insights which enabled them to attract and select candidates who were a perfect fit, not just on paper, but in reality.

Onboarding Optimisation: We provided practical tools and guidance to help their managers improve candidate onboarding experiences, ensuring new hires felt valued and supported from day one.

The impact? A phenomenal 55% reduction in new hire turnover and a 10-day decrease in the average time it took for new hires to become productive.

Is your company facing similar challenges with new hire turnover and productivity? Let’s chat about what you need. Drop a comment below make an appointment or send me a message to learn more!

#newhireturnover #recruitmentchallenges #greatpeopleinside #gpi #productivity

The recruitment maze: Adding objectivity to reduce risk to identify top talent

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Many of us can agree that recruitment is a risky business. Finding perfect candidates for all roles in your business who will meet the job requirements and excel within your company’s culture is akin to solving a complex puzzle. A recruitment maze. According to industry statistics, only 25% of the selected individuals are top performers. The question is, why does this happen?

How do you reduce risk to identify top talent to join your organisation?

The main challenge in identifying top talent is the need for more objective data available when making hiring decisions. Using more objective data for candidates on an individual basis and applying a human approach in the recruitment maze is discussed in this article.

Without a crystal ball, hiring managers often rely on a limited information set: resumes, reference checks, and gut feeling. While these elements are paramount, they provide only a fraction of the information required to make a well-informed decision.

A solid argument to reduce risk to identify top talent

John and Ronda Hunter’s research in “Validity & Utility of Alternative Predictors of Job Performance”, points out that interviews and background checks provide just 26% of the information required to make a successful hiring decision.

Recruitment maze

This stage is where most selection processes typically end.

How can we gather more valuable objective data to simply the recruitment maze?

The answer lies in measuring cognitive ability, behaviours, occupational interests, and overall “fit”. By incorporating these aspects into the hiring process, you can gather a powerful additional 49% of valuable objective data for candidates at an individual level. In essence, this approach slashes your recruitment risk by almost 50% and enables a greater tapping into the potential of candidates for longer employee engagement.

Making selections for our personal purchases

Think about the last important purchase you made: a new car, a smart TV, or a laptop. Chances are, you didn’t base your decision solely on how it looked. You likely considered various aspects such as performance, features, and how well it suited your needs and wants.

A need to improve the recruitment process

So why do we rely on just 26% of the available information with interviews and background checks when it comes to hiring?

Unsurprisingly, we get it right 25% of the time. It’s like betting on the roulette table or the slot machines. But there’s a better way.

A range of available assessments to help with the recruitment maze

With the advent of next-gen evaluations, you can substantially improve your hiring process. We’ve seen significant results working with clients.

Assessments are available off the shelf for a range of roles, including:

  • Managers
  • Salespeople
  • Customer service representatives
  • Blue collar workers

Moreover, you have the flexibility to choose specific dimensions critical to your business. Dimensions could relate to strategy, managing generations, or promoting a culture of respect, for example.

What’s more, these assessments are easy to use, cost-effective and validated. There’s no need for expensive certification courses. The GR8PI next-gen technology handles interpretation and provides reports in plain language that are easy to understand.

So why not give an assessment a try and see for yourself?

It’s time to break free from the old, ineffective methods and embrace a more data-driven, reliable and informed approach to hiring tomorrow’s talent.

As Einstein famously said, “Insanity is doing the same thing over and over again and expecting different results.”

It’s time to change and significantly reduce your recruitment risk while identifying top talent essential for your organisation to thrive. Trial an assessment for free today.