Interpersonal skills, Adaptability, Team leadership and bottom-line results drive personal success

The attached article does a nice job of summarizing middle management and senior management required skills, and needs for personal success.

Adjusting to change, which each and every person, company and organization faces regularly, especially if they are looking to grow and remain dynamic in the ever changing economic climates within countries and even local regional economies, is a key component to organizational and personal success. The reference to Organizational Culture in the article, indirectly relates to Pre-Hire competencies before On-Boarding, and Competencies for a specific position, especially as it relates to "Job Fit and Company Fit." If assessments and succession planning tools and systems do not have the ability to identify competencies for good job fit, then filling positions and promotion, is mostly based on "gut instinct," some past performance criteria, and arbitrary factors,which are not necessarily the strongest ways to build a business in today's world.

As has been well documented in the past couple of decades, about 90% of a person's Thinking Style, Behaviors and Interests are hidden from immediate view and only become partially visible over time. Today's assessments can help to identify this "submerged/hidden" portion, subject of course to validation, making it much easier to identify competencies of success along with "Benchmarking/Job Pattern/Competency Models" for that position and thus people who are more likely to succeed in a given position. Why place a person in a situation with a high probability of failure because they may lack the correct interpersonal skills or adaptability that may be needed? Normally there are many other opportunities within an organization, regardless of size, where the person can thrive and contribute, but the right tools are needed to help HR, management and organizations to identify the right Job Fit or Job Match and to establish a good succession plan.

Leadership and Communication skills can also be identified through 360 Reviews and assessments, and should be used at least yearly if not more often. 360 Reviews properly done, can clearly target competencies and skills, while identifying developmental areas for individuals, as well as for organizations. These skills can be learned, hence training can be effective where and when needed.

All of this leads to bottom-line results; and, where proper KRA's are established, these results can be tracked to individual performance and personal success.
Wall Street Journal Article:
Interpersonal skills, Adaptability, Team Leadership and bottom-line results.