The Importance of Assessing Motivation and Talent in Business
Published by Brad Lebo in Human Resources, 1 month 3 weeks 12 hours 52 minutes 45 seconds ago
Assessing motivation and talent in a business setting is critical because of the importance of these factors in predicting success. Although "good fortune" or "luck" can contribute to success, the identifiable determining factors are motivation and talent.
Fortunately, both motivation and talent can be assessed. Structured interviews and tests can identify motivation, personality features, critical thinking ability, and emotional intelligence. Such results can help with hiring decisions and setting the course for individual development.
Motivation and talent as predictors of success.
An individual's motivation and talent are the best predictors of success in a business setting. Because of the role of "good fortune" or "luck", it is unreasonable to say, "only the motivated and talented succeed". Good fortune can shine on the untalented and motivated, the talented and unmotivated, and the untalented and unmotivated. If you take good fortune out of the equation, it is reasonable to state that an individual's level of success will be a function of his or her motivation and talent. Of course, the specifics of a person's motivation and talent are important.
For example, someone may be motivated to cultivate affiliation or good personal relations with others. When you combine this motivation with a talent for relating well, it predicts success in arenas where affiliation is paramount. It does not predict success in arenas where competition is more important than cooperation.
Assessing motivation and talent in a business setting.
Assessing motivation and talent in a work setting has a narrower focus than assessing the same factors in general. In a business setting, a person's motivation to find food and shelter hopefully will not be relevant. On the other hand, it is relevant to know whether a person is motivated by a need to achieve, by a need to exercise power, or by a need to affiliate with others (according to McClelland's Theory of Needs). Assessing talent in a business setting also has a narrower focus. It may be interesting if an executive has a talent for gardening but his or her talent at influencing others and thinking critically are much better predictors of success in business.
A complete review of important motivation and talent specifics is not possible here. It is important to note, however, that focused motivation and talent assessment is the basis for making good human resource decisions.
Using the results of an assessment to guide hiring and individual development decisions.
A focused motivation and talent assessment informs hiring and leadership succession decisions. The results are not the only data to consider but they can provide critical insight into a candidate's potential to be successful. If done well, the assessment can provide tangible data to guide a decision. Another role of a focused motivation and talent assessment is to guide development. By identifying specific motivations and talent deficits, it is possible to precisely guide individual development efforts. Such precision is not possible without the data and insight provided by a comprehensive assessment of an individual's business motivation and talent.
Fortunately, both motivation and talent can be assessed. Structured interviews and tests can identify motivation, personality features, critical thinking ability, and emotional intelligence. Such results can help with hiring decisions and setting the course for individual development.
Motivation and talent as predictors of success.
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An individual's motivation and talent are the best predictors of success in a business setting. Because of the role of "good fortune" or "luck", it is unreasonable to say, "only the motivated and talented succeed". Good fortune can shine on the untalented and motivated, the talented and unmotivated, and the untalented and unmotivated. If you take good fortune out of the equation, it is reasonable to state that an individual's level of success will be a function of his or her motivation and talent. Of course, the specifics of a person's motivation and talent are important.
For example, someone may be motivated to cultivate affiliation or good personal relations with others. When you combine this motivation with a talent for relating well, it predicts success in arenas where affiliation is paramount. It does not predict success in arenas where competition is more important than cooperation.
Assessing motivation and talent in a business setting.
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Assessing motivation and talent in a work setting has a narrower focus than assessing the same factors in general. In a business setting, a person's motivation to find food and shelter hopefully will not be relevant. On the other hand, it is relevant to know whether a person is motivated by a need to achieve, by a need to exercise power, or by a need to affiliate with others (according to McClelland's Theory of Needs). Assessing talent in a business setting also has a narrower focus. It may be interesting if an executive has a talent for gardening but his or her talent at influencing others and thinking critically are much better predictors of success in business.
A complete review of important motivation and talent specifics is not possible here. It is important to note, however, that focused motivation and talent assessment is the basis for making good human resource decisions.
Using the results of an assessment to guide hiring and individual development decisions.
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A focused motivation and talent assessment informs hiring and leadership succession decisions. The results are not the only data to consider but they can provide critical insight into a candidate's potential to be successful. If done well, the assessment can provide tangible data to guide a decision. Another role of a focused motivation and talent assessment is to guide development. By identifying specific motivations and talent deficits, it is possible to precisely guide individual development efforts. Such precision is not possible without the data and insight provided by a comprehensive assessment of an individual's business motivation and talent.
About Brad Lebo
Dr. Lebo is a licensed psychologist who has been practicing for twenty years. He can be reached by email at drlebo@selfhelpinsight.com. You can also visit the selfhelpinsight.com website for additional information on recovering from a lost love and heart break.
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