Posts tagged "integrity"

Psychometrics

Ethics and Testing

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“Ethics is not definable, is not implementable, because it is not conscious; it involves not only our thinking, but also our feeling.” Valdemar W Setzer

Ethics and integrity formulate basic tenets for achieving a balanced, successful and happy life. Without them, we find ourselves on shaky grounds in life, akin to being without a moral compass to direct us. These principles also apply to the realm of testing, particularly to psychometric testing. This is due primarily to the fact that testing of candidates personality types and cognitive abilities involves sensitive information , in the wrong hands or if used with ill intent it can have extremely damaging implications. I have listed a few guidelines on ethical conduct and psychometrics below.

1. Confidentiality: When a candidate completes his/her test ,the reports of the test must be strictly viewed by authorized personnel only. These reports must not be shared with any third party without the consent of the candidate. Strict measures must be taken to control access to these reports and documents. Once a level of trust has been broken with a candidate salvaging the trust factor of this relationship is a difficult task and one which will severely impact the reputation of your organization.

2. Equal opportunity: At InnovoGS, it is our policy to work positively to reduce inequality with all current employees & potential employees, by ensuring that they are treated equitably, fairly, without discrimination and with dignity and respect, regardless of their age, gender, race, sexuality, disability, religion or belief. This helps in creating a level of trust and comfort with candidates, and eliminates any biases which could impact the assessments. 

3. Data usage: Large amounts of valuable data is collected when psychometric assessments are carried out. If you have a requirement to use this data for research purposes, you need to ensure that you take permission from the candidates on whether their data can be included anonymously as part of the research. It is absolutely essential that you take a transparent position when using psychometrics generated data to ensure the candidate that your intentions are clear.

Psychometrics is a very powerful tool which can be used both positively and negatively. It is the responsibility of the provider to ensure that they have integrated high levels of ethics and integrity into the evaluation process. Unfortunately psychometrics has multiple stigmas attached to it due to the fact that some providers have not been very transparent in their analysis, an aspect that continuously raises a level of suspicion. If you are looking into using psychometrics at your organization or planning on starting a business in this field, please ensure that ethics and integrity are tightly embedded into your corporate culture.

 

 

Teams

8 characteristics of ideal business partners

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“When the character of a man is not clear to you, look at his friends.” Japanese Proverb

After you have made a concentrated effort to understand as to who you are, you are now ready to go out there and start looking for the right individuals to partner with. This is a critical stage which will have a substantial impact on achieving your goals. Over the years I have either started or joined many business teams. There is a mental checklist which I run through when meeting my prospective team mates for the first time. This check list is made up from my own past experiences and also Jim Collins view on who “The Right People” (courtesy www.jimcollins.com) are.

1. The person must share the core values of the business or organization. These are the values which determine how the organization interacts, communicates and operates to reach it goals and objectives. For example there was a charity project for protecting the environment I was part of during my university days. There was a sales and marketing director who didn’t share the fundamental core value of compassion. He was in fact looking to profit from the project. Needless to say he didn’t last very long in the team. This just goes to show how important it is for you to probe and ask whether your prospective team mates core values are aligned to ensure that you are all on the same page and headed for the same goal.

2. The person should not need to be “managed”. When building your core team you need to find those individuals who are confident in their own abilities. If you are the more experienced partner then most definitely you will provide some guidance along the way. However if you are find yourself molding the individual into what you deem are the right behaviors then you have probably made a mistake during selection. These types of individuals who require constant support are draining and slowly become huge speed bumps for the organization. Make sure you select those individuals who have shown a capacity to operate on their own and have been successful at doing so.

3. The passion to become the best at what they do. There was a IT company which I was a part of a couple of years ago which was developing inventory management systems for the paper industry. Being a startup company we were naturally bootstrapping and couldn’t hire the best developers. However when filling a key role for project management lead for the team we selected an individual who had shown great potential during his university days and had great passion for his line of work. It worked out really well and the team flourished. So when you are making a key decision and may be limited by budget or geographic boundaries do your best to fill the seat with the person who has show the potential and willingness to be one of the best in that field.

4. Understand the difference between a job and holding a responsibility. This tip has helped me greatly in making some key decisions in recruiting partners. Say you are going to be hiring a developer for a new website to collect feedback for your product. You get the best coder in town to make it for you. He does what you asked for but users are frustrated because the website is difficult to navigate through or impossible to submit feedback easily. I know I have been in this spot many times. This is when you got someone who doesn’t know the difference. A coder who takes responsibility to make sure that users will be able to submit their feedback easily and quickly would have approached the project differently. So make sure when you are getting a partner who understands the bigger picture and is in line with it.

5. Would you hire the person if it were a hiring decision? This question allows you to look at the person from a different angle. Given that you know a substantial amount of the person would you hire him/her? When I get to meet people outside the workplace say at my squash game or at a charity that I volunteer at, you get to know a lot about the individual. When I ask myself this question when thinking about asking him/her to become a partner with me in a project it puts things into perspective. You begin to look at the individual impartially and can reach a more informed decision.

6. Does the person have a regard for rules, regulations and personal boundaries? I have learned this lesson the hard way as well. I came across what you call a super star performer. He excelled at a lot of the businesses he had been at. So if it were a hiring decision it would have been an easy one. However after working with him for a while I realized he had the sense that he was above any level of authority and did things which were ethically questionable when securing contracts and sales. We started to get complaints about his attitude from staff and customers and had to part ways. So when you meet a person make sure you get a sense of what his point of view regarding regulations and boundaries are even though everything else may look to be in place.

7. Professes a commitment to goals. When you are going into business you are looking for people who share similar levels of commitment as you do to the project. If you don’t pay attention to this aspect you will find yourself in an imbalanced partnership which could result in permanently jeopardizing your project. When evaluating prospective partners look at their past history and whether they were committed to the last projects they were on. Ask them about some of the big decisions they have had to make. Lastly if you are planning to take him/her on as a partner make them commit to particular goals and objectives and use them as benchmarks when performance will be appraised.

8. Integrity. This is probably the most critical yet most elusive quality to immediately identify. A person who has a high level of integrity will be one which will you can rely on and grow a successful business with. To be a good of judge of this characteristic however will take time and experience. I take Jack Welch’s advice here that if your “gut” feeling about someone is bad or you don’t get the correct vibes then it is best to go with that first presumption unless you are shown to believe otherwise.

By running through this checklist I have been able to select business partners with a lot more subjectivity. I hope this list helps out anyone who is looking to start up a new project. At the same time if you or anyone else has any key characteristics that they would like to share please do so in the comment section.
 
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