Tag Archives: Harrison Assessments
Could your team use a tune-up?
Posted on21. Jun, 2010 by susan.
My car currently has a small niggling problem that’s not serious, but I know I should do something about it. Perhaps you’ve had a similar experience, with a car, computer or other technology? Have you ever had the same sort of nagging thoughts about your team at work? Things are running smoothly, but you know they could probably be [...]
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Why I Dropped Kathy and Picked Up Dan*
Posted on01. Jun, 2010 by susan.
This article was prompted by questions from readers… Many people within financial services are familiar with the Kolbe system of measuring ‘Action Modes’. An individual’s Kolbe profile is a good tool for coaching and team development and I’ve used it in these ways, before I started using Harrison Assessments (HA). There are similarities between the [...]
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Is the Harrison Assessment like Myers-Briggs?
Posted on18. May, 2010 by susan.
This is a common question from people who are familiar with the Myers-Briggs Type Indicator (MBTI) test. Both systems look at an individual’s preferences or tendencies, however there are some fundamental differences between them. Dr Dan Harrison recently provided his insights into the two tools. The major difference is that MBTI was designed to be used [...]
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Harrison Assessments overview
Posted on11. May, 2010 by susan.
We have prepared an introductory presentation about Harrison Assessments. Simply click to open the page and view the video. Request your free trial today!
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One little word you can’t ignore
Posted on09. Mar, 2010 by susan.
A client in Western Australia recently called regarding a profile we had just provided for a candidate. When shown the report, the candidate had questioned its validity because some of the traits listed appeared to be contradictory. We notice contradictions because we are conditioned to thinking in terms of opposites: good and evil, right and wrong, [...]
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Overcoming ‘interview infatuation’
Posted on20. Jan, 2010 by susan.
When I met Matthew Farrell, Principal of Five Pillars Financial Planning, he was in the process of selecting a new financial planner to support the growth of his business. Matthew was impressed with a candidate but confided that one of the traps he’d fallen into in the past was loving someone at the interview, only [...]
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October Newsletter Out Now
Posted on29. Oct, 2009 by susan.
The theme for this newsletter is endings and new beginnings: Are you ready for the upturn? Implications for employers. Succession planning. Who will run your business when you’re no longer able to? Click here to read more.
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Reports that are job specific, quantified and easy to understand
Posted on12. Oct, 2009 by susan.
The following information is an excerpt from the whitepaper ‘Best Practices in Talent Assessment’ by Dan Harrison, PhD, of Harrison Assessments International ©2008 Harrison Assessments International. For a copy of the full report, please email us. If a behavioural assessment report simply describes the person’s behaviour or personality, each interviewer or interpreter will assign their [...]
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Could your team win a grand final?
Posted on29. Sep, 2009 by susan.
Our September newsletter is out now! Could your team win a grand final? Free downloads: Sample reports, Fair Work best practice guidelines Restructuring a business
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Download sample reports here:
Posted on25. Sep, 2009 by susan.
Recruitment Package Reports • Job Success Analysis Compares a person to the behavioral requirements of a job • How To Attract Key points that will help convince a top candidate to accept a job offer • Interview Guide Worksheet with behaviorally-based interviewing questions Development Reports • Development For Position A development [...]
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When does a 'group' become a 'team'?
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Wondering what your team's thinking?
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Are you compliant with employment standards?
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1 in 3 candidates lie. Will you hire a liar?
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Looking for some workplace magic?
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Fran: Great points made here Susan, I would say that all...
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susan: Thanks, William, for your comment. Your approach ...
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William Mills: Our CVP is well understood and most importantly it...
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John Drury: Hi Susan I totally agree with your article. Coa...