| Bob McHardy featured on 680 News Business Report |
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Are your employees Self Managers?
Bob McHardy, Managing Partner of Self Management Group was recently interviewed by Mike Eppel on 680 News.
listen to the interview
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| Dear Client, |
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Seasons Greatings and  welcome to the Self-Manager, the performance culture newsletter.
Here
you will find resources that will help you attract
quality talent, select
high-performers, coach & train self-managers and
develop high-performing organizational cultures.
About Self Management Group
A
world leader, Self Management Group helps organizations develop
self-managed, high-performance cultures. For 30 years, clients have
partnered with us to attract, screen, select, coach and train
high performers at all levels.
Everything
we do is based on the premise that self-management is the number one
competency of all successful people at any level of an organization.
SMG Screening & Selection tools
are based on thousands of hours of research and the
completion of over 4.5 million assessments. This thoroughly
validated data base helps our clients to accurately predict
performance and retention in almost any work environment, dramatically
increasing their performance, their results, their ROI and their
retention. More Info
SMG Training & Coaching workshops
develop high-performing self-managers. Sales representatives and staff
consistently deliver on commitments to the behaviors that lead to
results. Managers develop coaching habits that foster
self-management. Leaders implement a system proven to develop high
performance coaching cultures. More Info To learn more about Self Management Group services or to experience a complimentary demo, visit our web site www.SELFMANAGEMENT.com or call 416-746-0444
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| New Selection Tool |
 
Introducing the new Integrity Pro
TheINTEGRITY PROTM Is
a state of the art selection and recruiting tool that helps identify
individuals with high levels of integrity, honesty and sound moral
reasoning. Complete with a user friendly, web-based reporting and
delivery system, leaders can now proact, to improve ethical behavior
and increase integrity at every level in their organization. Ideal for
selecting retail, wharehouse, transportation and security personel.
The INTEGRITY PROTM
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Reduces legal vulnerability
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Reduces losses due to theft
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Measures a candidates honesty
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Identifies and measures individual work ethic
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Assesses the behaviors and attitudes that lead to performance
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Helps select ethical top performers who will grow your business
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Predicts counter productive behaviour (eg., lateness, leaving early, etc.)
Learn More Download a Sample Report Download Product Sheet
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| Managing Effort: Getting Results Open Training Session |
A Performance Management & Coaching Workshop
As a manager and leader of others, getting results is your top priority. In
most cases, you can't do it all by yourself: you depend on the
performance of the people you work for, the people you work with, and
the people who work for you. As a manager, you are responsible for
results - but you cannot manage those results.
Based on the book Managing Effort: Getting Results
by John Marshall Ph.D. and Bob McHardy CLU. This special, open session
of Managing Effort: Getting Results, will provide managers, leaders and
coaches with the skills and practical strategies proven to improve
performance and results.
Based
on over 25 years of performance research, this training helps the
manager become a more effective coach through facilitating the
development of their people as self-managers.
It deals with the ultimate goal of management - the development of responsible, self-managing individual high-performers.
March 4th-5th
Only $895 p/p , Includes Management Pro, Workbook, Textbook & lunch both days
RSVP:
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| SMG at Large |
Be
sure to visit us at these conferences and speaking events to
learn more about how you can develop a highly committed, self-managed,
high performance culture.
National Automobile Dealers Association, National Conference, Workshop Presentation: Hiring Winners: How to Select, Develop and Retain Sales Professionals, Feb 9-12, Moscone Center, San Francisco, California
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| Self Management in the News |
 Over
25 years of performance research and consulting go into our many
articles, pod casts, interviews and books. Here are just a
few recently published articles and white papers that may be of
interest to you.
Journal of Sport and Exercise Psychology, "Using a normative personality profile to predict success in the National Hockey League: A 15 year longitudinal study" By Chris Gee (Ph.D. Candidate) SMG Director of Research |
| Avoiding Assessment Mistakes #4
(Using Type Indicators as Performance Predictors) |
 In our last issue we talked about using profiles to put science and predictability in coaching and management. Download full article, Assessing the Assessors: Choosing the Right Recruiting, Screening & Selection Tool for your Business
In this issue we will discuss the difference between a "Type Indicator"
and a Performance Prediction, normative assessment.
A type indicator is only descriptive. A descriptive
tool can not effectively be used to compare a candidate to population
norms, your organizations high performers or to other
candidates. Many organizations make the mistake of allowing
interpreters, managers and recruiters to use a type indicator as a
performance predictor. Of course using any kind of assessment is better
than not using an assessment at all.
The best assessment tools are normative rather than
ipsative. Ipsative tools force the candidate to select one of two
options that may or may not apply to them. I.e. which fruit
do you like, apples or oranges? The response to
this question provides a snap shoot of the individuals mood
when they took the test. It provides no information
on how the candidate feels about pomegranates, plumbs, kiwis or
tomatoes, it merely describes their preference when faced
with two isolated options. Unfortunately business is
constantly changing and we are rarely faced with isolated black and
white options. This is why the worlds leading organizations use a role
specific, normative, psychometric assessment to aid them in their
selection, coaching and training process.
In our next issue we will discuss:
COMMON ASSESMENT MISTAKE #5:
One size does not fit all:
The
psychological make up of a successful entrepreneur is different than
the psychological make-up of a successful call center employee, manager
or franchise owner. In our next issue we will address the
importance of matching the right normative, psychometric
assessments with the right role.
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