SELECT PERSPECTIVES BLOG

Paul Glatzhofer

Paul is Select International’s Director of Leadership Solutions. He works primarily with organizations that are implementing global assessment systems focusing on leadership levels. Paul’s work includes project management, project implementation, job analysis, assessment validation, competency and skills validation, selection system design, applicant tracking, EEOC & OFCCP reporting, turnover and ROI analysis.
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Recent Posts

Choosing a Leadership Assessment: How and Why?

Posted by  Paul Glatzhofer

leadership_assessments.jpgPre-employment testing and assessment is most often thought about in the context of entry- and mid-level positions. While this is certainly due to the fact that these types of positions are the most plentiful, it can sometimes lead organizations to believe that they either cannot or should not use similar pre-hire assessments for higher level leadership positions. That's simply not the case.


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Where Has Performance Management Gone?

Posted by  Paul Glatzhofer

performance-management-gone.jpg

The way companies conceptualize and execute performance management has been slowly dying for the last 8-10 years. If you haven't already heard about this, you will soon. Fortune 500 organizations have become more sophisticated with regard to the data they have and analyzing its impact. Most of those same organizations have specifically analyzed their performance management and 360 data only to find no relationship with increased performance or employee engagement. This was a shocking finding, and I would imagine most of these same organizations weren't all that interested in widely publicizing the fact that their internal procedures had little to no impact on their bottom line. However, once larger organizations, such as Deloitte, publicized their findings, then it was easier for more organizations to join the conversation.


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The Changing Nature of Performance Management

Posted by  Paul Glatzhofer

performance-management.jpgThe Society for Industrial/Organizational (I/O) Psychology recently released their 4th annual top 10 workplace trends. This list is meant to showcase the areas that I/O Psychologists believe are the most important to address for organizations in the upcoming year. Click here to read the full article.

While there is a lot of interesting information here the most interesting is the #1 trend. The “winner” was the changing nature of performance management. See below for an excerpt from the SIOP article:


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Developing & Engaging Leaders

Posted by  Paul Glatzhofer

develop_engage_leaders.jpgDeveloping and engaging leaders is one of the most important initiatives that companies have and is also one of the most difficult. American Greetings has placed a great deal of emphasis on ensuring that they select, develop, and engage their leaders. Most organizations see their leaders as the key to staying competitive in a global economy and want to select and develop leaders better than others. On Thursday November 17th, Select International is going to facilitate a live discussion with American Greetings about their leadership development journey. More specifically we are going to focus on a few key topics, including the following:


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Developing and Engaging Millennial Leaders in the Workplace [Whitepaper]

Posted by  Paul Glatzhofer

millennials-working.jpgAs the percentage share of younger workers in the American workforce continues to increase, millennials are starting to have a bigger influence on the organizations looking to employ them. This is especially true as they move into leadership roles. As is the case with every generation, there are certain characteristics common across millennials. Only recently have organizations begun adapting themselves in order to attract and retain these employees.

There are often stark contrasts between the wants and needs of different generations, but the companies that will thrive in the coming years are those who prioritize the accommodation of millennials without boxing out other employees. An organization failing to adapt to this shift in the labor market will see themselves losing market share.


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10 Do's and Don'ts First Time Managers Must Follow to Be Successful

Posted by  Paul Glatzhofer

first-time-leader.jpgSo, you finally got that promotion and now you’re the manager. Congratulations! But the problem is that you have no idea how to be a manager. You’ve seen others manage but you have no formal training and your organization is asking you to step up.

Not to worry. Being a good manager is like being a good person. If you listen to others, care about their welfare, and help them to succeed then you will, in turn, be successful. Sounds easy, right? The problem is that most first time managers are not all that successful. Even those who are good people. Just because you have the title doesn’t mean you have all the answers.


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7 Reasons Why a Succession Planning Program Should Be in Your 2017 Budget

Posted by  Paul Glatzhofer

succession-planning.jpgIt’s never too early to start looking ahead to 2017. In fact, your organization may already be finalizing its 2017 budget. Most organizations have realized the importance of hiring, developing, engaging, and retaining their leadership talent – no surprises there. They have also found value in using an objective and reliable measurement method to identify leadership and high potential talent.

However, some organizations still struggle to get buy-in from senior executives (those who hold the purse strings) and lack budget approval for one of the most important drivers of organizational success. If you are renewing your leadership assessment budget or trying to get executive support for the first time, these seven facts will help you get budget approval.


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The Challenges Facing HR: An Interview with Patty McKay of AMN Healthcare

Posted by  Paul Glatzhofer

HR-Professionals.jpgI recently had the opportunity to chat with Patty McKay who is an HR Executive at AMN Healthcare in San Diego. Patty has over 25 years of experience in leading teams such as OD and Learning, Leadership and Professional Development, Change Management, Assessment and Selection, eLearning, and Sales Management. She has experience working cross-culturally and operating with the highest standard of personal accountability and transparency.

Patty’s specialties include Leadership Development, Coaching, Global Mindset, Cross Cultural Sensitivity, Organization Development, Strategic Thinking and Execution, Change Leadership, Systems Thinking and Synthesis, Behavioral Interviewing, Project Management, and Yoga and Fitness. During our discussion Patty and I chatted about the challenges she faces, globalization, and millennials, among other things. Read on for a summary of our discussion.


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5 of the Most Important Productivity Tips for Leaders

Posted by  Paul Glatzhofer

productivity.jpgFor the last 2 years, I have been solely focused on helping companies select and develop their leadership talent. Leaders can sometimes get so caught up in developing their leadership skills (e.g., managing others, inspiring others, presentation skills, etc.) that they forget about developing self-management skills. There is a popular adage “you cannot help others until you help yourself”. The same is true for leaders.

A manager or leader may struggle to be effective unless they can easily manage the day-to-day “stuff” that causes us to be less productive. This “stuff” includes distractions caused by e-mails, colleagues, the internet, cell phones, and social media (just to name a few). We all have distractions in our personal and professional lives. Understanding what your primary distractions are and having a strategy for handling those distractions makes the difference between being productive and unproductive.


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4 Challenges Facing Human Resources – Interview With an HR Executive

Posted by  Paul Glatzhofer

hr-challenges.jpgFor regular readers of our blog, you know that we post a lot of content. To ensure that we continue to crank out great content, we are starting a “Friday Leadership Series” that focuses solely on topics related to leadership. As one of the main contributors, I am excited to release some of this content and get your reactions. Below is our first installment in the Friday Leadership Series. Enjoy!

I recently had the opportunity to chat with an HR Executive in the manufacturing sector. This particular executive has her Ph.D. in Organizational Behavior, is a SHRM Senior Certified Professional (SHRM-SCP), and leads the HR function for her organization. She has expertise in organizational development, performance management, leadership development, talent management, and succession planning. She focuses on all facets of the employee/employer relationship from Recruitment to Retirement. During our discussion, I really wanted to hear from her about the challenges we face (and will be facing) as an HR community. Below are some snippets of our conversation.


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