How stratified systems thinking can save your organisation

Top management tasks of large-scale organisations are quite different from those at the mid and lower levels. This is because the nature of work changes as an individual moves up through the hierarchy of an organisation. As one moves up in the organisation, the environment becomes more unfamiliar and complex and requires a different set of competencies and capabilities to function effectively. Stratified syste...

When an inhibitor is actually an enhancer

Performance inhibitors are among the most important metrics that we measure as part of our Evalex20 battery of psychometric assessments. And while their overall tendency is to impede performance (as the name suggests), there are actually instances where what we define as a performance inhibitor could, paradoxically, enhance an employee’s performance. We recently conducted some research for a Japanese company...

All work styles are welcome!

By Hendrik Bronkhorst One of the biggest mistakes a business can make is to hire people who are all carbon copies of each other. Hiring a bunch of amazingly creative people, for example, is no good unless there are also people on the team who can translate their ideas into practical workflows, and then others who can get the work done! The best approach is to employ individuals with different work styles, a...

The seven deadly sales inhibitors

Every employee in every organisations carries traits that either enhance or inhibit job performance. By measuring an employees enhancers and inhibitors and comparing the results with the requirements of a particular role, Evalex helps line managers to predict workplace behaviour. This, in turn, lessens the risk of surprises and guides a manager in staff selection, development and talent management. The measure...

Don’t hire a bishop to do a rook’s job

By Hendrik Bronkhorst, industrial psychologist and lead consultant at Evalex So often we see line managers becoming desperate when they can’t find the candidate who ticks all the boxes of the job spec they’re hiring for. This desperation is understandable. Your team is bleeding and you need a body in that seat! One of the common mistakes that line managers make is hiring someone who lacks one or two of ...

Where is all the good talent hiding?

If you’re a recruiter wondering why you can’t find the perfect-fit candidate for that role you’ve been trying to fill for ages, take heart… there is a lot of good talent out there – you just need to know where to find it. Evalex founder and CEO, Dr Pieter Bronkhorst, says recruiters often feel like they’re out in the wilderness with no suitable candidates to meet the needs of the businesses they se...

How to handle harping in the workplace

We all know that person, the one who always presents a million reasons why something won’t work, without suggesting a workable solution themselves. In psychoanalytical parlance, such people are called harpers. “It is helpful to have somebody who is able to identify risks, stumbling blocks and problems,” says Evalex’s Hendrik Bronkhorst. “However, when someone identifies stumbling blocks with little a...

Evalex Leadership Assessment solution at a glance

The Evalex leadership assessment is one of the most advanced and comprehensive solutions on the market, comprising six assessment centre simulations and seven psychometric questionnaires. Our product offering is detailed in the infographic below, or in this PDF. More details of our service offering are available on our website.  ...

Why you should be measuring your team’s performance inhibitors

A performance inhibitor is a characteristic behaviour or combination of traits that could impede an individual’s overall performance in the workplace. Inhibitors can potentially impact a person’s ability to resolve problems, manage relationships, manage themselves and execute and deliver on their tasks and objectives. “For the past 36 years Evalex has been identifying areas of non-performance in companie...

Ability and business acumen: two sides of the same coin

So often we come across people who are really good at their jobs, but flounder when they are promoted or given more responsibility. On the other end of the scale is the employee who has an incredible amount of potential or technical skill, but lacks the breadth of knowledge or general leadership skills required for a management position. What do we do with these individuals in our organisation? “Many comp...