The world of 1983, when my partners and I founded MRG, was significantly different in so many ways from today. Perhaps the most profound change has been technology. When the first MRG assessment instrument was created, we were sharing a single PC with an insurance agency down the hall from our office. That initial product […]
We’ve all heard some version of the Peter Principle: that in a hierarchical organization, every employee will rise to the level of their respective incompetence. It assumes that employees possessing the skills need to excel in a given position will be promoted to the next “rung” on the corporate ladder, which will require different skills; […]
When we looked at the behaviors that impact leadership effectiveness in the technology industry, one behavior was the clear winner. Behaving strategically was almost three times as important for predicting effectiveness as the next behavior set. It was even more important than maintaining in-depth and up-to-date specialized knowledge – something we tend to associate with […]
We all run faster during a 5k race than when we’re jogging around the block on our own. Why is that? Well, having to run alongside other people provides a healthy dose of competitive energy. I recently attended the Global Assessment Summit in Tulsa and, while I enjoyed the camaraderie, sharing of ideas and overall […]
Just about anyone wants to be considered a high potential employee. Being designated as high potential is more than just a compliment; HiPos are treated favorably through exclusive developmental opportunities, granted exposure not afforded to others, and are promoted faster. The desire for high potential status may be certain, but that’s often where the certainty […]
