They don’t have resiliency—the mental ability to handle stress, challenges, and failure.

If you want to be victorious, you need good leaders, and that requires transforming your high potentials into high performers.

Problem-solving is the ability to find solutions to challenging barriers, often through innovative thinking. Problem-solving requires applying one’s knowledge and trying new methods and strategies.

It is okay to prioritize these roles, but you need talent in every function across your organization. Talent is an organization-wide requirement.

you approach your interviews a little more like sof murder boards, you can reveal valuable information. To that end, we have five tips: Know what you’re looking for with each question. Create a core set of questions to be used with each candidate. Ask scenario-based and behavioral questions. Add challenges. Push candidates outside their comfort

Based on our personal experience, Elite Performance Indicator (a personality and competency assessment created by Dr. Josh Cotton), Hogan Assessments, and the Leadership Circle are worth your consideration.

Teams aren’t additive; they’re multiplicative. If you have three people acting as individuals, they will output the work of three people. If, on the other hand, you have three people acting as a unified, cohesive team, they’re going to output the work of more than three people. If you want to increase your company’s productivity, you need to

We see companies make three common mistakes when it comes to looking at experience: They require experience that doesn’t matter to job performance. They require very specific experience when general experience would be just as good. They prioritize industry experience over character.

seal training is difficult for everyone, but for some, it’s easier. Those are the people who especially need to be tested. So as soon as the instructors saw their opportunity, they ratcheted up the pressure to see if Mike would cave, and in this case, he didn’t.