Training With Ghost Tree
Identify the personality traits of candidates that are most likely to make them a success in the role, beyond the normal qualifications, experience and surface personality aspects on display in an interview. Our process is completely objective and not open to the subjective bias that can creep into many personality assessment tools.
Replacing senior staff/managers when they retire or leave. If the intention is to promote internally there are issues to watch out for, as a good Number Two will not necessarily grow into a good Number One. There is a danger of promoting a competent person to a level where they become at worst incompetent, or at best, a weaker version of the previous job holder, perhaps lacking in vision and drive.
TAKEOVER / MERGER
The necessary restructuring of management teams – who to keep and who to let go. It is often difficult for the senior management of the dominant company to make truly objective choices as, sometimes consciously (or unconsciously) they can tend to favour their own people, rather than selecting the best suited to a particular role.
DYSFUNCTIONAL TEAMS/TEAM BUILDING
Finding the best solution to avoid or correct personality/culture clashes and ensuring an appropriate mix, not just of skills, but of natural leaders, creative people and logical thinkers to obtain the optimum results – a happy, functional and productive team.
When members of staff are regularly off from work with a different excuse; quite often it can be found that there is a psychological or physical factor that is not known to the manager. By recognising some of these key physical and psychological issues that could be affecting the member of staff, a support network and/or referral to a specialist can be put into place.
The factors above are generally accepted to be some of the key issues in any organisation where problems can emerge, however, the following list can also be helped through training with Ghost Tree.
LEARNING AND DEVELOPMENT