Use Talent Assessment to Drive Organizational Change
It is a well-known fact a large impediment to successful organizational change is that, for many people – who serve as the company’s body and soul – the reflexive desire is to maintain the status quo.
Whether it applies to their work environment or personal life, people differ greatly in their personal response to change. Individual attitudes towards change can be predicted by a range of personal attributes such as openness to change, change adaptability, and perseverance. 
However, utilizing talent assessments has proven to be an effective strategy to help change how you manage organizational change.
A study by Bentz Whaley Flessner, an organization whose goal is to advance the world through charitable giving, closely examined how talent management and talent assessments play a critical role in driving change and, ultimately, help drive organizational effectiveness and success.
Measuring and evaluating your organization’s talent – and identifying talent gaps – will enable you to identify mission critical positions, improve employee engagement, and align business strategies with organizational priorities.
It is critical to name the specific talents and skills that you are looking for. Whether you utilize the Hogan Personality Inventory or a simpler tool – e.g., Discovery Learning’s Change Style IndicatorTM – your goal is to develop a talent management portfolio that maps to your talent acquisition, employee development and retention strategies, business objectives, and organizational effectiveness goals.
Addressing the challenges created by today’s turbulent economy requires making a variety of changes, from workforce reductions to, potentially, radical restructuring. If you follow a systematic talent assessment and change management process, you will prepare employees to respond effectively and realize significant benefits through your talent management initiatives.
Filed under Talent Assessment, Uncategorized | Comments (2)2 Responses to “Use Talent Assessment to Drive Organizational Change”
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Very good article. Change is indeed difficult for many. It does make a difference when employees are strategically aligned with organizational priorities through a systematic process of talent identification and development. This is most effective if it is part of an ongoing process tied to employee performance assessment and evaluation. Employees should assist in the development of their individual performance goals to ensure that they are engaged and committed to the overall success of the organization.
Nice article here… The key underpinnings to successful change initiatives according to your article are “attitude” and ones exhibited “behaviors.” If assessments can drive towards these characteristics for identification and refinement (either through internal or external assistance), change initiatives within organizations have a chance at succeeding. In over a decades worth of working with leaders attempting to drive change initiatives forward, we”ve seen several “derailing” moments. In conducting “autopsies” of what went wrong, it”s not what people thought, felt, or wanted to have happen… it was their behaviors that killed the initiative!