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July has been an exciting month from a personal perspective as we have kick-started a project that is close to my own heart, called Propelinos.
Our aim is to set up youngsters for happiness and success in life by nurturing their growth through the learning of skills and tools that are within Propel International’s core area of expertise. Admittedly, we are in the infancy stages of this project and we plan to take a slow-and-steady rather than hasty approach, as our goal is to create a programme that is world-class, meaningfully structured and has a real positive impact on young people. At this preliminary step, we would like to invite your input on our endeavour, and I would appreciate if you could complete the super short Propelinos survey at the end of this newsletter. |
PROPEL AROUND THE WORLD
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Propel Spain
We recently supported one of our key clients, a leading company in the real estate consulting arena, in the delivery of 360 feedback sessions to more than 80 middle managers from different business lines. Through this project, we were able to identify common areas for development, such as giving feedback, stress management, and delegation, communication, and prioritising skills, and then design master classes to support the participants in improving these target areas. The master classes, or Pills, create space for each participant to reflect, explore and practice principles and techniques that will equip them for success. Propel UK
With the growing recognition of how critical diversity and inclusion is to business performance, more and more clients are leveraging our work in the Executive Assessment space as a means to bring greater objectivity into their talent management and recruitment strategies. Our model focuses on three core areas: Capability – Does the leader have the required cognitive, behavioural and learning agility, in addition to functional knowledge & experience, for now and the future? Character – Does the leader possess the right mindset and leadership style to succeed? Commitment – Is the leader engaged, motivated and committed to succeed now and in the future? Alongside this model, we also offer a range of support services to help clients measure the effects of their current recruitment processes by conducting statistical analysis for example, or by working with people internally to run interview skills and unconscious bias training. We can also help to review processes and conduct interviews to understand where to effectively focus efforts to increase diversity and ensure inclusion. |
Propel New Zealand
Executive Coaching is a critical area that our New Zealand team continues to focus on, working with Senior Leaders to encourage self-awareness and generate long-lasting behavioural change. The approach to Executive Coaching at Propel is based on global best practice involving the use of robust and relevant assessments to help shape key strengths, while also highlighting specific development areas. Using this information, we work with our Coachees to create goals which allow them to try out new behaviours and tools and receive feedback. Focusing on these goals over a six-month period, the Propel Executive Coaching approach is based on the below principles: 
Propel Middle East
Across the region, we are delighted to see an increase in organisations investing in building talent acquisition and development capability internally through formal accreditation programs. In doing so, they are raising the bar on their capability to select, develop and engage their people. We launched our first Brain-Based Coaching Skills Workshop just a few weeks ago in partnership with the Neuro-Leadership Group, and look forward to our upcoming Saville Wave and EQ-i accreditation workshops in the quarter ahead to be run in Dubai, as well as our acclaimed ILM endorsed Competency-Based Interview and Assessor Skills programs. |
THE VALUE OF PROPEL
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Mobile Broadband Network Ltd, or MBNL, burst onto the scene in 2007 when EE and Three joined forces to form a globally renowned, ground-breaking joint venture which has delivered a bigger, better, multi-award-winning network that delivers on speed, coverage and capacity for the millions of customers who use it.
MBNL’s mission is to create exceptional value for its Shareholders (EE & 3) by delivering and managing their best network experiences at the lowest cost. To support this mission, a project to re-define a set of MBNL behaviours was started. These behaviours would help MBNL continue its journey, and work as a guide to recruit future talent. An opportunity was seen to increase the consistency of recruitment by aligning the process more closely to these new behaviours, with a system that offered more transparency around psychometric assessments. MBNL chose to work with Propel for a number of reasons. Firstly, they could use multiple psychometric assessments from different providers in a simple way. The Propel Talent Portal has a way to launch the tools easily, with candidates receiving one link with single-sign-on for both tools. The traits from the two tools – one personality tool and one emotional intelligence tool – were mapped to the MBNL behaviours, creating a custom MBNL-branded report to support the recruitment process. The report and branding help to further establish and embed MBNL’s values and behaviours. |
MBNL have noted that the speed and simplicity Propel offers, coupled with the flexibility to use various assessments as and when needed, has helped reduce admin within the recruitment team. The feedback from the Hiring Managers has been equally positive, both in terms of the output of the assessments, and the ease with which the bespoke reports can be used to support the recruitment process. The insight and clarity from the bespoke reports have proven invaluable.
“We were excited about implementing new psychometric assessments as we had been using a different provider for some time. However, Propel’s bespoke platform for MBNL, aligned to our competencies, has proven easy to use and understand – particularly for those not trained in psychometric assessments – and has been great at identifying areas to explore further during the recruitment process. The next stage for us is to use Propel’s platform for internal development.” |
PROPEL EVENTS
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Propel welcomed Thought Leaders from over 25 leading organisations to our new Dubai office earlier this month for our popular Breakfast Club event to discuss the topic of Applicant and Recruiter Perceptions of Online Recruitment.
Expert guest speaker Nikki Molloy of Saville Assessment, a Willis Towers Watson Company, facilitated the discussion, which explored critical factors influencing – and deterring – the highest calibre applicants as they navigate through the recruitment process to the final stages of selection. Based on research conducted by the firm, what is really important to candidates, which recruiters failed to see as a priority? An online screening process that results in a job the candidate wants to stay in; an approach which ensures the candidate will be selected for a role he or she is well suited to; and a selection experience that motivates the applicant to want to work for the organisation. |
Propel is proud of its partnership with Saville Assessment, which enables our clients to have access to a portfolio of leading-edge psychometric products through our innovative Propel Talent Portal.
If you are interested in participating in one of our future Breakfast Events, reach out to us through our LinkedIn page. |
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Beginning September, we are delighted to be able to offer the international accreditation workshop for Saville Assessment. Intended for recruiters, talent specialists, coaches and leadership development experts, this 2-day workshop gives participants the knowledge, skills and practical know-how to make better hiring decisions, identify future high potentials and provide profound developmental insights.
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A big thank you to Nikki Molloy at Saville Assessment for helping Propel and our clients make better people decisions through some of the industry’s most predictive and robust psychometrics. Our inaugural workshop runs September 9th – 10th in Dubai. Watch this space for more information on workshops running soon in your region.
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IN THE SPOTLIGHT
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We are passionate about helping organisations select, develop and retain talented people. Delivering best in class solutions means partnering with the world’s leading providers of psychometric tests, questionnaires and talent diagnostics to offer our clients the widest selection of tools to gather predictive performance data.
One such leading provider is Strengthscope. Strengthscope helps individuals identify who they are when at their best, the qualities and strengths that make them different and how they can utilise these qualities in order to drive up their confidence, engagement with work, productivity and build better relationships with colleagues. An example of a strengths profile:
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This strengths based approach was built to respond directly to the issues of lowered workplace engagement, productivity, meaning and stress, amongst other challenges at work today. Those who have leveraged Strengthscope have reported:
Through the Propel Talent Portal, we offer our clients a unique opportunity to blend the strengths of multiple psychometric publishers on one platform to gain a leading edge.
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We need your help in launching an off-shoot to Propel International called Propelinos!
Our vision is to nurture young people’s happiness and success around the world, be it in academic or personal, present or future, or any other aspect of their lives. We aim to achieve this through the delivery of a programme that equips youngsters with important life skills as well as psychological tools through fun and engaging activities. Our goal is to conduct the first pilot workshop in October, so stay tuned. In the meantime, to ensure our vision aligns with yours, we would appreciate if you could answer our 5-question survey. |
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What do you believe is the biggest challenge in talent management today?
I think one of the biggest challenges in talent management is the abundance of psychometric tools available for use. What I have personally noticed with clients is that they frequently use multiple assessment providers for their recruitment and development needs and they sometimes get lost in managing these. The great thing about Propel is that through the Talent Portal, we are able to integrate numerous assessment providers under one “roof” without affecting the portal’s user-friendliness, which enables our clients to work more efficiently. What is your advice when it comes to talent assessment and development?
My rule of thumb has always been ‘when in doubt, ask!’ and I think this is true as well when it comes to talent assessment and development. The most successful client projects I’ve seen are when a client has been open to feedback and suggestion. I believe this is essential as there are always numerous ways of doing things and you will never know about it unless you ask and are open to accepting others’ suggestions. Why are you passionate about Propel International?
I am passionate about Propel for two reasons. Firstly, I love the commitment that the team has when it comes to working with clients. No client project has ever been worked on without a degree of fervent passion and dedication from each member of the team, which is evident in the quality of the projects delivered by Propel. Secondly, I am amazed at the level of teamwork and partnership that happens internally here and I love that this has not changed over the years and continues to be one of the main strongholds of our ethos. |