Predicting SuccessEvidence-Based Strategies to Hire the Right People and Build the Best Team
Make the right hires every time, with an analytical approach to talent Predicting Success is a practical guide to finding the perfect member for your team. By applying the principles and tools of human analytics to the workplace, you'll avoid bad culture fits, mismatched skillsets, entitled workers, and other hiring missteps that drain the team of productivity and morale. This book provides guidance toward implementing tools like the Predictive Index®, behavior analytics, hiring assessments, and other practical resources to build your best team and achieve the best outcomes. Written by a human analytics specialist who applies these principles daily, this book is the manager's guide to aligning people with business strategy to find the exact person your team is missing. An avalanche of research describes an evolving business landscape that will soon be populated by workers in jobs that don't fit. This is bad news for both the workers and the companies, as bad hires affect outcomes on the individual and organizational level, and can potentially hinder progress long after the situation has been rectified. Predicting Success is a guide to avoiding that by integrating analytical tools into the hiring process from the start. Hire without the worry of mismatched expectations Apply practical analytics tools to the hiring process Build the right team and avoid disconnected or dissatisfied workers Stop seeing candidates as "chances," and start seeing them as opportunities Analytics has proved to be integral in the finance, tech, marketing, and banking industries, but when applied to talent acquisition, it can build the team that takes the company to the next level. If the future will be full of unhappy workers in underperforming companies, getting out from under that weight ahead of time would confer a major advantage. Predicting Success provides evidence-based strategies that help you find precisely the talent you need.
CHAPTER 1 HOWTO START 1 The Blame Game 2 The Office Paradigm, Revised 2 The Awakening 4 The Cost of a Bad Hire 5 Why Things Fail 7 Group Therapy 8 CHAPTER 2 HOW TO BREAK ANALYSIS PARALYSIS 11 CHAPTER 3 HOW TO LEAD 19 Allowing the Employees to Be the Best Versions of Themselves 21 Third-Box Thinking 23 Measure It, Then Do It 24 Using Behavior Analytics to Produce a Better Leader 26 What Is Predictive Index® (PI®)? 27 Effective Feedback Is a Second Paycheck 31 Do as I Do 32 Everyone’s a Leader 33 Cultivating Principals 34 National Telcom Company Example 36 More Than Money 38 Self-Development Rules 39 Listening to the Results 40 The Leader as Introvert 41 Using Workforce Analytics to Find Your Next Leader 43 CHAPTER 4 HOW TO FOLLOW 47 What the Birds Know 48 Following Types: People Styles Meet the Facebook Crowd 49 The Hierarchy-Free Ideal 50 Better Together 52 Building Smarter Teams 54 Putting Teams to the Test 55 Talk About It 56 CHAPTER 5 HOW TO DECIDE 59 Timing Is Everything 60 Facing the Unknowns 60 Brain Science’s Decision-Making Play 61 Instinct Favors Intricacy 63 Decision-Making, Deconstructed 65 Evidence Beats Opinion 67 Decision-Making Tactics 68 Making a Decision with Every Tool Engaged 69 Decision by Job Interview: Insufficient 69 Why Cognition Matters 71 PLI®: For More Than Hiring 72 CHAPTER 6 HOW TO PERSUADE 75 The Role of the Subconscious 76 Speaking from the Corps 77 Emulating Emo 77 The Stanford Prison Experiment 79 Asking for More 80 The Forbes List 82 CHAPTER 7 HOW TO COMMUNICATE 89 Communication Rules 90 Do Unto Others 91 Case Study: Communication at Stanley Manufacturing, Toronto, Canada 92 Simplicity above All 93 Body Language Speaks Volumes 94 Communicating with Your Ears 95 Building Trust through Communication 96 Communication Tactics 99 Communications Leader, Lead Thyself 99 Barriers to Communication 101 Communication Tips 102 CHAPTER 8 HOW TO ASSESS 105 Case Study: The Big Brothers Big Sisters® Organization 106 The Science of Human Resources 107 United States Government (EEOC) “Rules of the Road” for Using Testing 107 Behavioral Assessments 109 Putting Behavior Analysis on Ice 111 Selling Apple Pie to Americans 113 Motivation and Human Behavior 114 Asking Questions: Behavioral Surveys 116 Business Applications of Behavioral Science 117 Behavioral Assessments in Reverse 120 An Assessment of Behavioral Assessments 121 Picking a Behavioral Assessment Approach 123 The Productivity Ambition Matrix 124 CHAPTER 9 HOWTO ENGAGE 127 The Engagement Anxiety 127 Defining the Engaged Employee 128 Why Is Engagement Important? 129 Employee Engagement: A How-To 131 The Role Behavior Analyses Have to Play 135 Share the Wealth 136 The Microsoft Example 138 Employee Engagement in Down Times 139 CHAPTER 10 HOW TO RESOLVE 143 The Cost of Conflict 144 Conflict Is “Good” 145 The Psychology of Conflict 147 Laughter’s Long Legacy 148 Think About It 149 The Predictive Index®, Explained 150 The ISAT™/SSAT™, Revealed 152 On-Ice Application 154 The Predictive Index® and the Social Profit World 155 Transitioning from Boredom to the Top 156 Leadership Development and Deconflicting 157 Conflict 101 158 Stories of Success 159 Making the Perfect Pick 162 CONCLUSION: HOW TO FINISH 163 Intergenerational Management 164 Identifying Your Pink Dolphins 166 EQ: The Missing Link in Employee Testing 167 Necessary Endings 169 INDEX 173
DAVID LAHEY is the founder and CEO of Predictive Success, which helps firms align people with business strategy. In 2013, Predictive Success was awarded Profit Magazine's Profit 500 Award for the fastest-growing new companies. David's work has been featured in The Toronto Globe & Mail, Vancouver Provence, CBC Radio, Calgary Herald, Star Phoenix and Financial Post. He is also a frequently requested guest lecturer at top MBA programs.
Once upon a time, you could hire people off the street, tell them what to do, and expect them to work loyally for the company for the next decade or four. But those "set it and forget it" days are over. The culture has shifted. Employees are no longer willing to toil their lives away unquestioningly, padding their bosses' pockets with a smile. For those of us doing the hiring, this culture shift has been more like a culture shock. But, when the shock subsides Predicting Success will be here to help us move forward. In fact, as talent acquisition guru David Lahey enthusiastically puts it, "This is what opportunity looks like." At the same time that employees are demanding more recognition and better work-life balance, businesses are gaining access to tools and resources that are drastically improving our ability to make the right hiring choices. Predicting Success provides insight and access to a number of these tools, including the Predictive Index®, which has helped firms like Microsoft, Google, and Salesforce maximize their recruiting potential. The strategies in this book are based on recent research on how data, analytics, assessments, and other next-level approaches can lead to win-win hiring decisions. Anyone involved in corporate recruiting at any level knows how expensive a wrong hire can get. In Predicting Success, David Lahey makes a compelling case for diverting resources to the hiring process before the wrong decision is made. Anyone who is still uncertain about the bottom-line value of analytic hiring practices will be interested in the hard evidence presented in this book. In 2014, there is no longer any need for guesswork. Finding top talent with the right style to lead the organization to greater heights can be easy—if you're ready to adapt. Predicting Success is not just about the hiring process. Effective teams have effective leaders who know how to engage, assess, and communicate productively. Understanding how leadership traits and activities contribute to retaining talent is crucial, especially in this era of high turnover. This book addresses every link in the chain, with research data and tips to bring readers into the new world of talent management. The bottom line of Predicting Success is that smarter hiring practices, smarter leadership, and smarter companies will attract smarter employees. And that means better results for everyone involved.
Praise for predicting success "This IS a Predicting Success for those who want to maximize their ability to identify and attract the kind of talent which will dramatically improve their business. No one knows more about this than David Lahey, who's helped hundreds of clients, which is manifest in every great example and expert insight. Predicting Success if a perfect fit for every executive who knows that the future of the business depends upon the right person in the right job at the right time. David Lahey is the right expert with the right book at the right moment for them. Lahey can save you money, time, energy, and embarrassment if you simply heed his wise advice on how to pick winners. He manages to produce the trifecta every time: the right person, the right job, the right timing. That's a consistent first place finish." —Alan Weiss, PhD, award-winning author of 55 books including Million Dollar Consulting "David Lahey's book Predicting Success is a must read on using workforce analytics in business. Predicting Success gives the reader a new, unique, road map on your critical connections." —Dr. Shawna O'Grady, Queens University School of Business "David Lahey has helped leaders who run business across North America, Europe, and Asia/Pacific to hire and manage talent. His insightful perspective is uniquely captured in his new book. Predicting Success is a must read for leaders who seek the next level of excellence." —Dan Bloch, MBA, Vice President, Oracle Financial Services North America/Canada Enterprise "The book is a guide for maximizing workforce analytic instruments. These kind of instruments are absolutely indispensable and transformational." —Dr. Bob Fortosis, Director of Athletics, Eckerd College
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