Previous Speaking Engagements

September 29, 2011
One Day Private Leadership Program
A framework for Leadership: Oneself, Teams and Managing Change - for the 2011 International Eisenhower Fellowship.

 

NEHRA Spring Conference

May 19, 2011
As part of NEHRA’s Spring Conference - Rethink HR: People Practices and Tools for Today's Reality, Chuck Mollor will present a Learning Lab titled, Do More with Less: How to Link Development, Selection, Performance and Retention Initiatives

Session summary:
Hiring the right role and cultural fit; building teams; improving performance; engaging and retaining talent; developing high potentials, successors and leaders. These are some of today’s most critical challenges.
Despite the interconnection, organizations struggle to find approaches and tools that link these critical talent management initiatives.
Click here for more information on this event.

Sales Results = Sales Skills, Behaviors, Training and Coaching

June 8, 2011

Marketing Tech Conference, Montevideo, Uruguay
Session summary:
The greatest impact to achieving and sustaining consistent sales results is to understand your people- their strengths, their drives and motivations - targeting help to where they need it, and motivating them to perform at their full potential.
For more information on the conference/speaking engagement Click here

Leverage the Power of Position and Cultural fit to improve Recruiting and Selection

June 15, 2011

As part of the Eastern Association of Colleges and Employers Annual Conference- Breeding Success, Cheryl Jacobs presented a workshop titled "Leverage the Power of Position and Cultural fit to improve Recruiting and Selection".
Session summary:
Cultural fit plays an increasingly important role in making a good match between potential candidates and employers. Research shows that individuals are most highly engaged when working in a position and environment that maximizes their natural drives and motivations.
For a more in-depth description of this session, please click here

 

 

Talent Management - Predicitve Index® PI®

Talent and Organizational Effectiveness I Select and Hire the Right People
 Define Job Requirements I Develop Your People I Retain Valuable Employees
Plan For the Growth and The Future I Building Strong Teams I Deal Effectively With Conflict

 

The Predictive Index®

The Predictive Index (PI®) is a unique management tool that has been helping companies develop their leaders, strengthen their organizations and drive performance at all levels of the company since 1955. PI is a practical and reliable indicator of workforce behavior, helping managers identify and measure the drives and motivations of their people, and the behaviors and drives necessary for superior performance on a specific job. The end result is improved hiring decisions, performance and productivity for your entire organization, allowing you to provide a common language and framework for: Selection,Job Modeling, Competency Profiling, Leadership Development, Succession Planning, High Potential Identification, Performance Management.

PI has been successfully used by over 7,000 companies in 146 countries and 61 languages including Braille.

download FAQ Predictive Index®

download PI® ROI summary

download Business Case for the Predictive Index®

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Talent and Organizational Effectiveness

MCG Partners helps you answer:

  • Who are your top performers and why
  • What are you doing to select, develop and retain your talent
  • Does your workforce align and reflect your business objectives - do you have the right skill mix, the right roles and responsibilities

Select and Hire the Right People

One of the primary objectives of PI is to help you build an organization of successful employees. Before any selection decision is considered, a thorough job analysis should be done in order to clearly define the responsibilities, performance expectations, values, behaviors, and skills required. PI can provide valuable, objective insight into the behavioral aspects of job performance and allow a more thorough and disciplined approach to decisions.

Define Job Requirements

Before filling a job, it is wise to analyze the job to determine what's required for optimal performance. Our assessment tool, the PRO (Performance Requirements Options™), helps you understand the specific behaviors that lead to most effective performance in specific jobs. Using the PRO you can achieve higher degrees of agreement on the behavioral job requirements, and, therefore, improve selection and retention efforts.

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Develop Your People

For an organization to maximize its investment in its people, managers also have to become good coaches. They must learn how to lead and develop others. PI gives your managers accurate, reliable information about their people's motivating drives, behaviors, and operating styles, as well as the tools they need to bring about positive, productive changes in workplace behavior.

Retain Valuable Employees

PI can help you retain people by improving the fit between individuals and jobs at the point of selection, by providing more rewarding work experiences, and by developing managers to lead and motivate people more effectively.

Plan for Growth and The Future

PI can help you plan the future of your organization by allowing you to take an objective look at the drives, capacities and motivations of the leaders who will shape and execute your business plans. As your business moves forward and changes, what capabilities will you need? Do you have the leadership in place in all necessary areas to execute your plans? How will you plan for succession? Are you developing your future leaders? Have you identified your future leaders?

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Building Strong Teams

Understanding how people work together is one of the principal applications of PI. PI provides objective information on a person's motivating needs and styles, helping us to bridge gaps within the team.

Deal Effectively With Conflict

Ask most managers where they spend most of their, so-called, non-productive time, and most will answer, "Dealing with people issues!" PI can be a very powerful tool in helping to resolve conflict. By looking at the patterns of those involved, the manager can gain an objective understanding of similarities and differences in the people that may contribute to the underlying cause of the difficulties.

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