Mantis Insight helps answer a variety of people related questions:
How can we make sure this new hire is successful?
Is talent management
How do we recruit the right professionals for our unique culture?
Could this individual lead a globally dispersed group?
Can you help this Executive Board work more effectively?
How can we differentiate and choose between these two candidates?
From psychologically profiling the best fit candidate for a role, developing more cohesive and aligned teams, through to reviewing the effectiveness of your talent management processes, Mantis Insight can help.
Executive assessment is more than a rubber stamp in decision-making. Used in the right way, it can be transformative for the individual and of immense value to an organisation when the cost of getting it wrong is so high. A deep psychological assessment can act to make leaders more successful through identifying hidden strength, managing derailers, and helping people give of their best in ways they had not considered before. The process of having a searching discussion with a trained professional can kick start reflection, awaken hidden ambition, and help a person engage with their environment in the most productive way. In turn the organisation understands how best to select the right candidate, onboard them, appeal to their motivators and preferences, and develop them throughout their career.
Used for executive selection, individual development, promotion, succession planning, and talent management, psychological profiling can take place in a 1:1 context or in an assessment centre format.
From emerging through to established talent, the quiet heroes in organisations, through to the outwardly ambitious achievers, can go underappreciated, undiscovered and therefore undeveloped. In the end, these individuals vote with their feet at huge cost to the company they leave behind, and often to considerable competitor advantage. Developing a clear Talent Strategy, then established models for what constitutes potential or capability in your context, combined with clearly articulated processes to identify and develop people with those characteristics, is the secret to successful retention and succession planning for valued employees.
Mantis Insight can help through: sharing best practice, reviewing effectiveness of current practices, development of frameworks, and use of individual profiling or leadership development centres, amongst other approaches, to bring on the capability of key individuals.
Becoming a well-oiled and high performing team is a challenge. Often teams in complex, global organisation are bunched together yet have no sense of shared purpose or value add. They can fail to draw upon potential capability or end up working against one another. Failure to address conflict, or indeed collusion around lack of constructive challenge, is common. Additionally, teams can have a sense of being very together yet be ineffective in the way they service the needs of stakeholders.
Mantis Insight works with teams to: define overarching team purpose and values; define their critical leadership capabilities; diagnose the way they work, think and behave, and how that relates to the needs of team members and critically the team’s stakeholders; extend individual insight into a team development context; and, help develop productive ways of working collectively.
Executive Coaching is a proven method for supporting professionals in their delivery of strong performance and helping them realise their potential. An experienced coach can provide invaluable support through helping an individual bring to the fore issues they may not have considered, and address behavioural blockers to success. This becomes particularly important when senior individuals go through significant change, be it new role, a promotion, changing organisation, or simply support during a time of personal crisis.
Mantis Insight practices targeted, time-bound and performance led executive coaching. Drawing upon proven psychological techniques for behavioural change, coaching is delivered to agreed objectives. Coachees are pushed to define the organisational outcomes they commit to achieving and agree to report back on. Relevant personal issues are identified and explored in a highly confidential space.