Assessment of potential, succession pipeline, and development programs are all keywords that apply if we had to describe 2019 up until Christmas Day. In addition, we celebrated this year the design of a record number of custom portals with tailored individual, team and organisational development reports and custom 360 degree feedback tools.
At an organisational level, if the year before had centred around us growing by 50% in size, 2019 was about consolidating this strength while at the same time still continuing to grow. 2020 promises therefore to be an exciting year for us; a year in which we hope to be able to repeat past successes and add news ones.
Thank you to all our clients for their partnership and teamwork and for helping us to create joint success stories. We are committed to continuing to deliver the highest quality talent management solutions into 2020 and the long-term future. Wishing you all a wonderful festive season.
PROPEL AROUND THE WORLD
Our work over the last month has predominantly been around using the Propel Talent Portal. The portal allows clients to quickly and efficiently launch third-party assessments for talent acquisition or development, or to combine third-party assessments into bespoke client outputs. The beauty of this second approach is that clients get the validity and reliability of established and credible tools, but the outputs reflect the clients own competencies, behaviours and values.
In this sense, not only is the administration more efficient, but the interpretation of results is also much quicker. For one client, we translated our custom-built tools into five languages which meant that our client partner had true global consistency and benchmarking for their development centre programme.
Are psychometric assessments a crystal ball for predicting talent? How do we know what “good” looks like in our organisation? How much data do we need to say it is a true talent trend? These are some of the good questions that we are regularly asked by our clients using psychometric assessments in both selection and development. Assessments are not a crystal ball, but when valid and reliable tools are used, they provide useful information to follow up on in an interview or reference check. For example, a personality profile may highlight that a candidate has a preference for working with a team but it is clear the role they are applying for is independent in nature. It would be useful to ask questions about how that person deals with working alone for long periods, to see if they have good coping strategies in these situations. The most valid and reliable way to understand what “good” looks like and feel confident it is a true talent trend is to assess at least 150 people using psychometric tests as well as collect robust performance data on these same people. We can then investigate which competencies are most predictive of on-the-job performance, this would allow an emphasis on these areas during the selection process. It is also interesting to look at performance on ability tests and how these relate to performance in the role so we can understand the bench strength of your organisation, and how that differs from others.
We would like to thank our wonderful clients for their support this year, wish you all a very Merry Christmas and Happy New Year.
The end of the year has seen a flurry of activity for Propel Middle East in December with several significant talent analytics and developmental projects launching, including assessment of over 3,000 employees within a significant Saudi organisation to identify High Potentials and capability across their workforce Kingdom-wide.
As the year closes, we are also delighted to see a number of repeat 360-degree Feedback programs launch for business Leaders and People Managers helping them to evaluate improvement and ‘distance travelled’ as well as equipping their organisations to make fast and agile talent development decisions as they head into 2020, based on evaluations of over 25,000 survey respondents across the MENA region.
With the festive season almost upon people and us getting excited about the holidays, we have been reflecting on Propel Australia’s first five months. It has been a very busy and productive period and one we are very positive about building on next year.
An ever-emerging priority for Australian organisations in 2020 is the impact of mental health in the workplace. From a purely economic point of view, it costs the Australian economy over $12 billion per year in lost productivity. With mental illness far outweighing physical illness when accounting for absenteeism, its significance is reflected in the appointment of Chief Mental Health Officers dedicated to changing the way organisations deal with the issue. With HR looking to implement new policies and procedures to support mental wellbeing, Propel Australia is investigating how we can support such initiatives.
November Partner-Event - Assessment, Artificial Intelligence and the Age of the Algorithm
Last month we had the privilege of welcoming Dr Alan Bourne, Sova Assessment CEO and founder, as a guest speaker to our November co-seminar, in partnership with Robert Walters, a leading specialist recruitment agency. The entire session was centred around ‘Assessment, Artificial Intelligence and the Age of the Algorithm’.
Over 40 HR and business leaders attended the event to hear and discuss insights on the role of Artificial Intelligence (AI) in assessment in this age of the algorithm. During the session, we explored the role of AI in assessment and its application, current and future opportunities and risks, and factors to consider when incorporating AI into your assessment process. Once again, we celebrate the opportunity to share knowledge, experience and best practice with such a great group of HR and business leaders as we explore opportunities and challenges in the world of assessment and talent management.
L&D (instead of L & D) Provider of the year
For the 5th consecutive year, Propel exhibited at the Dubai HR Summit & Expo, interacting with over 2,000+ professionals from 45+ countries and fostered an environment conducive for networking and knowledge transfer. The Propel Talent Portal, our leadership assessment programmes and our Propelinos venture were the stars of the show, sparking engaging conversations with new and old clients and partners alike.
The cherry on the cake was our win in the Future Workplace Awards’ category for L & D Provider of the year, the second year in a row! We are looking forward to partnering with the HRSE team again in 2020 and propelling the conversations ahead.
Celebrating the final Brain-Based Coaching Certification of 2019
In partnership with Neuroleadership Institute Middle East, Propel International facilitated its third Brain-Based Coaching Certification of 2019 in Dubai, which has seen growing popularity and notoriety within the region. Professionals were united from talent, HR, L&D and psychological worlds, all seeking to hone and develop their coaching abilities, with some looking to attain International Coach Federation (ICF) status, credentialed by our coaching programmes.
With some participants seeking to embed a coaching culture within their organisation and others focusing on self-growth and personal career milestones as a coach in-house or in setting up a coaching practise, our programme is one of the fastest routes to gain all the certified training hours required for application to ICF status.
The programme consists of underpinnings from neuroscience, positive psychology, systems and adult learning theories, and provides an engaging and practically focused approach to becoming a most highly sought-after coach!
As well as a highly impactful blended-learning approach incorporating face to face sessions, virtual webinars and plenty of coaching practise and mentoring support, this third programme welcomed a practical activity in mindfulness, vibration and sound healing using the sensory system, positively impacting our coaches to generate clarity in their mind and brain, which of course supported them to optimise their learning.
We will be looking at increasing our open enrolment offering of the programme in 2020, starting 6 - 8 of February*, due to steadily growing interest and would be delighted to talk with you around versions of the programme you may wish to have facilitated in-house for your organisation in 2020.
*This is a 3-month programme.
Psychological Fitness Programme
The working world is increasingly fast-paced, complex and demanding, and it can seem like the only way to succeed is to devote more of your time and energy to it. We know this is unsustainable and doesn’t give us the results that we want but when we do not have an alternative, we feel like we are left with no other choice. Our psychological fitness or state of mind is the greatest untapped resource available to us to navigate this increasingly complex landscape of the modern world, but it is misunderstood and frequently overlooked.
In this innovative programme, which is solidly grounded in neuroscience, individuals will learn how the human operating system works and how to manage better. Like any fitness programme, this programme requires initial awareness and understanding, then further observation and practice. When used across an organisation, the organisation has a new language for understanding and discussing psychological fitness as well as leveraging it to create results.
“We cannot always build the future for our youth, but we can build our youth for the future.”
Watch our video to learn about our Propelinos programme and our approach to equipping your youngsters with key intrapersonal and interpersonal skills, sowing seeds of their future success. Our co-founder, Amir Morshed, talks about why Propelinos is so close to Propel’s heart!
MEET A PROPELLER
Why are you passionate about Propel?
The first thing that I love about propel is its work culture. Usually, companies are designed to make a profit giving maximum pressure to the employees but do not give much importance to the employees. Nowadays, we hear a lot about the personal development of employees, but very fewer companies follow it practically. That's where Propel is different from others because Propel is not just following a culture but a GOOD CULTURE that's designed for its employees to grow self as a person while contributing best to the growth and development of the company itself. It is not the pressure of targets that pushes the employees to work more, but it's the challenges. And how is it different you may ask, the answer is if you are working under pressure you go home exhausted and if you are working for a challenge then you go home satisfied and with an excitement to meet a new challenge the next day. That's how the work becomes the passion; the company you work for becomes your passion.
The second thing is about the commitment of the employees; each one in Propel works with passion and greater commitment, which makes us deliver high-quality products.
What do you believe is the biggest challenge in talent management today?
Talent management is always people-focused, and using cutting edge technologies in its best way makes it extremely challenging and complex.
The challenge organisations facing today is in understanding how technology is evolving and potentially disrupting talent management by transforming their long term business strategy. In Propel, we use the best mix of both technology and people. Through our talent portal, we deliver psychometric tools from a host of providers, which helps in generating customised reports for our clients based on the output from these tools that too, within a short period.
What pioneering projects are you currently working on?
Technology plays a paramount role in projects that Propel engages with on a multitude of levels. Being part of the technology team that has successfully conceptualised and delivered our services to a wide range of customers, I got many opportunities to work on large scale technology projects. Recently I have worked on a technology project for approximately 4000 individuals who used our 360 degree customised feedback survey and reports. Through our platform, our customers leveraged greater flexibility and a higher level of customisation to their existing process, which meant higher customer satisfaction and more repeated business.