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The company’s LEAP (Leader Evaluation & Assessment Program) combines 360-degree assessments, individualized coaching, topical courses, and participant experiences to help CHG qualify and improve the readiness of leadership candidates before they are promoted.

Many people think that because they are at work, they are actually working. But you are only working when you are starting and completing important tasks. You are only working when you are getting results your company wants and needs to generate revenues and create value.

Real-time, in-depth talent analytics enables organizations to hire or promote employees based on performance that is validated through job competencies, rather than through traits.

Skipped meals, prolonged periods of insufficient sleep, and no down time can snowball to dull decision-making skills and endurance in a crisis.

Ask the customer what it will take to make things right and then do more—give them a “plus one.” Whatever you “should” be doing for your customer, add a little something extra.

The scorecard evaluates new hire employees on multiple aspects of performance such as attendance, conduct, adherence to compliance, assessment scores, and scoring of five core competencies that are key to a high level of performance within the department.

High-performing organizational cultures encourage experimentation, collaboration, and creativity in an open, accepting environment. Learning and play are completely integrated.

The very nature of soft skills is such that they are very hard to develop without the help of another human being who can serve as an objective third-party observer and source of candid feedback.

When employees can work their way through a complex problem to a solution, they can tap into emotions such as trust, pride, and respect. This makes it much more likely the change an organization is trying to make will succeed.