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Critical Thinking and Decision Making Skills

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Critical Thinking and Decision Making Skills

With the sheer volume, and increasingly complex nature of information presented to employees on a daily basis, a key element of success for the modern day employee is the ability to consistently make good decisions.

Especially in the new world of social media, where a company's reputation can be significantly damaged at the stroke of a key (just ask Airbnb).

So if good decision making skills are more important than ever before, how does a company know whether their employee’s (or potential employees) have this valuable attribute? Surely it is not something that can be measured or developed, right? Wrong.

In the US, the Department of Labor identified critical thinking as the raw material that underlies fundamental workplace competencies, such as problem solving, decision making, planning and risk management. It was also rated as the No. 1 skill of increasing importance over the next five years.

So what is Critical Thinking?

In short critical thinking is about better decision making. It is required when presented with complex information, and can be defined as the ability to:

  • Think logically, with clarity and precision so you can recognise the difference between a fact and an assumption.
  • Use an approach that is objective and accurate when weighing up different sides to an argument or different solutions to a problem.
  • When inundated with data and details, the ability to focus only on the relevant information presented and draw conclusions from this.

The Watson-Glaser Critical Thinking Appraisal is an assessment tool that can help a business determine critical thinking skills in employees and candidates. It has a distinguished history, dating back to its initial development in 1925 by Goodwin Watson and E. M. Glaser, a professor and student at Columbia Teachers College.

Find out more about the Watson-Glaser Critical Thinking Appraisal.


 

By Andrew Shirlaw | Thursday August 25th 2011 - 11:32 am

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Happy 20th Anniversary AusAPT

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Happy 20th Anniversary AusAPT

The Australian Association for Psychological Type is turning 20 this year and is celebrating with a one-day mini-conference in Sydney on 12th October 2011: Psychological Type: Then, Now and Into the Future (at work & in life).

This event focuses on the ever changing and evolving world of Type. Quite ‘apt’ for the Golden Personality Type Profiler, an innovative approach to the assessment of personality type.  The Golden uses Jung's Type Theory as a foundation, and unites Psychological Type, Temperament, Trait, and the five-factor model of personality and generates one comprehensive survey and feedback report.

AusAPT’s mini-conference will cover a range of topics including Type’s Jungian roots, current applications of Type in both the professional and personal fields, how type has evolved, innovations and implications for the future.  The line-up includes national and international speakers: Damian Killen (managing director and founder of international resources consultancy Thrive) and Mary McGuiness (founder of the Institute for Type Development), as well as a Jungian expert Terence McBride and organisational change expert Ivana Crestani.

More information can be found at the AusAPT website: www.ausapt.org.au

By Abigail Scott | Wednesday August 3rd 2011 - 9:08 am

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Pearson Consultant Interviewed for HR Monthly Article

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Pearson Consultant Interviewed for HR Monthly Article

HR Monthly June 2011

Testing times
How can psychometric testing be more effective?

By Carolyn Boyd

Extract:

“In recruitment what tests do is allow you to assess your unconscious prejudices, challenge them with objective evidence and structure an interview using questions generated from the assessment. Structured interviews that you spend some time preparing and use tests with, are extremely predictive of work success.”
Jevtic says testing cuts through the spin that candidates use when seeking a job. “We all choose referees who are going to say positive things about us,” she says. “Assessments provide an objective measure.”

To read the whole article, click here.

Congratulations Draga for providing valuable insight for the AHRI publication HR Monthly.

With a wealth of knowledge about valid and reliable psychometric assessment for selection and development, speak to a Pearson Consultant today to find out how your organisation can benefit.

By Andrew Shirlaw | Friday July 8th 2011 - 3:58 pm

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As Baby Boomers Retire, So Does Their Expertise

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As Baby Boomers Retire, So Does Their Expertise

Some interesting figures*:

  • Baby Boomers are retiring at the rate of one every eight seconds
  • The vast majority of organisational leaders are Baby Boomers with the most typical age being 58 years old.
  • There are 11% fewer Gen Xers than Baby Boomers
  • Generation Y will not be management/leadership material for years to come

Where does this leave us? With an impending and rather large leadership skills gap, the likes of which we have not experienced before. Baby Boomers have a depth of knowledge and skills that only comes with experience and is something that can’t be taught in a classroom.

Will the next generation of CEOs and high level executives be ready to fill these seats that will be opening up over the next decade? Only time will tell, but business needs to prepare by ensuring future leaders are identified, and developed to ensure the best possible chance of success.

So how do we identify and then develop these future leaders? There is no clear cut answer, and in all likelihood it will be a multi-pronged approach that is different for each organisation. Perhaps the old adage ‘it takes one to know one’ rings true, meaning today’s senior executives should be more involved in identifying these talented individuals who will eventually lead the way. But in all likelihood, they will have neither the time, nor the inclination. I mean, who wants to spend time looking for and developing someone who will eventually replace you?

So it seems to me, this rather weighty responsibility is left firmly on the shoulders of HR Managers and practitioners. Are you up to the challenge?

For an in-depth analysis on Next-Gen Leaders, and how to bridge the leadership skills gap, please read a report compiled by a senior researcher with Pearson, who investigated this dilemma more fully and offers some sound advice.

* http://leadershipdevelopmenttrends.com/next-gen-leaders/

 

Interested in Assessments for Leadership?

Pearson Talent Assessment publishes a range of assessments that are useful in identifying and developing future leaders, such as the Watson-Glaser Critical Thinking Appraisal, The Golden Personality Type Profiler and the Raven's Progressive Matrices.

Find out more.

By Andrew Shirlaw | Wednesday June 22nd 2011 - 3:47 pm

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Pearson Talent Assessment launches a new online testing platform

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Pearson Talent Assessment launches a new online testing platform

Pearson Talent Assessment is very excited to announce the launch of our new online platform. This platform provides users with a state-of-the-art, secure internet-based testing system for the administration and delivery of online assessments.

Combining Pearson’s world-class assessments with this robust online assessment platform
creates a powerful internet-based assessment offering for Pearson clients.

Some features of the new platform include:

  • Fast connection speeds
  • Extremely low outage times
  • Group upload of candidates (no need for manual data input)
  • Email template management
  • Intuitive and easy to use
  • Highly secure environment
  • Customisable for your business
  • Product resources available for download

If you would like to know more about the new online platform, visit the platform login page, or call us today.

By Andrew Shirlaw | Sunday May 1st 2011 - 11:03 am

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