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December 2013
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Monthly Archives: December 2013

2013: The Year of ‘I Love Strengths’

Posted by: Alex Linley, Director, Capp

 

With this final Capp blog of 2013, we wanted to thank you for your readership and support throughout the year and also take the opportunity to look back over an exceptional 12 months.

 

As we reflect on 2013, it’s very clear that this really was the year of ‘I Love Strengths’. Here’s why:

 

1. We launched the ‘I Love Strengths’ campaign through our sponsorship of the AGR Annual Conference, where Nicky Garcea of Capp and Charlotte Hart of Barclays brought the house down with their presentation on strengths-based recruitment.

 

2. We started tremors that are still reverberating through the world of HR when Nicky Garcea of Capp and Fiona Miller of Nestlé presented at the CIPD Recruitment Conference.

 

3. We gave in house recruiters lots of food for thought when Nicky Garcea of Capp inspired the audience with her presentation on strengths-based recruitment at The FIRM Winter Conference.

 

Throughout all of this, the Capp team has continued to expand, our client base has continued to grow, and our reach and positive impact on the world – as measured by our PR coverage and client feedback – has also extended. Thank you for the part you have played in enabling our continued success.

 

With the festive season upon us, we also turn our attention to how we can support those less fortunate than ourselves. As well as a lot of activity we have undertaken to support local charities, we are again supporting Birmingham Children’s Hospital by being a Super Santa. To this end, we will donate all proceeds from Realise2 sales on Christmas Eve to the BCH Super Santa appeal. We’ll let you know the results in January!

 

We look forward with excitement to 2014 and what it may hold. In closing, may I take this opportunity on behalf of everyone at Capp to wish you all a very peaceful festive period and a prosperous and fulfilling New Year.

 

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A Battle of Wills – Strengths vs. Competencies

To find out why Nestlé prefer to use Capp’s strengths-based selection methodology, read pages 26-28 of the latest AGR Graduate Recruiter Magazine.

 

When it comes to selecting your selection methodology, the two main heavyweights in contention are competencies and strengths. While competencies have a reputation for being a tried-and-tested method that has been in use for a number of years, increasingly, a number of high profile organisations have ditched competencies in favour of a strengths-based approach. We asked a range of AGR members to explain their methodology of choice, and why their approach works for them…

 

Tom Banham, Nestlé Academy Recruitment Manager, shares his five reasons how Nestlé has benefitted from a strengths-based process… Read Pages 26-28

 

To find out how Capp can help you deliver results through strengths-based recruitment, contact Gurpal Minhas, Senior Business Psychologist, on +44 (0) 2476 323 363 or connect on LinkedIn: uk.linkedin.com/in/gurpalminhas

 

A strength is something that you do well and enjoy doing.
When using a strength, people feel authentic and energised as they deliver successful performance.

 

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In Memoriam: The Strengths of Nelson Mandela

Posted by: Trudy Bailey, Strengths Consultant, Capp

 

As my young children ask about the legacy of Nelson Mandela, with their schools recounting his eventful story, I begin by talking passionately about a hero, unlike any other person who will likely ever walk this Earth. My story, of course, started with strengthspotting what his Realise2 profile might have looked like.  

 

I started with his realised strengths of Mission, Moral Compass, Catalyst, Relationship Deepener and Compassion, and an Unconditionality that drove Mandela to be the architect of South Africa’s gradual transformation from racial despotism and moral turpitude, to a liberal democracy, saving his country from a bloody civil war. Becoming its first black president, steering South Africa’s journey of reflection and reconciliation into the post-apartheid era, he was probably not lacking in Counterpoint, Change Agent and Authenticity. Quite an epitaph!

 

Enduring very near primitive conditions when landing on Robben Island in 1962, his Drive, Resilience and Courage facilitated his survival in the face of the chilling words of one of the Afrikaner warders: “This is the island, and here you shall die.” His Catalyst and Compassion instilled in him a commitment to improve the amenities for all prisoners, enabling them not only to receive books and magazines, but to enrol in correspondence courses and even to take degrees.

 

But where do you end with heroes? It is almost impossible not to attribute most strengths to Mandela in view of his uncompromising Drive for Equality. He communicated this through his strengths of Spotlight, Narrator, and Explainer, by refusing to consign the crimes of the apartheid era to history, but instead initiating the Truth and Reconciliation Commission in 1996. And how could we overlook the extent of his Persistence and Bounceback whilst incarcerated on Robben Island and facing the impact of his troubled personal life when others tested his loyalty.

 

So what were Mandela’s learned behaviours?  They may have included Incubator, Scribe and Listener. Although we could safely speculate that he would have employed these qualities with considerable ease, they would (in all probability) be subordinate to his innate strengths of Action, Equality and Change Agent in navigating South Africa’s transition towards democracy and freedom.

 

Perhaps we would see Gratitude as an unrealised strength since, by his own admission, in prison, he very much regretted not expressing his feelings of kinship with his fellow Soweto citizens.

 

Finally, let us not be afraid to mention that there was possibly one solitary weakness – and one shared by many of us – Adherence!

 

Mandela, as the ‘world is coming’ to your memorial service today, thank you for coming into our world.  History will be eternally grateful to you, and your legacy will live on for generations. Indeed, as one 9-year old asked: “Is he the man who brought black and white people together?”

 

This is the legacy for which you will always be remembered.

 

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Managing Change: Resilience is Fertile (with apologies to The Borg)

Posted by: Vernon Bryce, Director, Capp

 

“We are the Borg.

Your biological and technological distinctiveness will be assimilated. Resistance is futile1

(Ascribed to The Borg, an alien race featured in Star Trek the Next Generation)*

 

One of my favourite lectures in my undergrad psych degree featured ‘double approach avoidance theory’ (DAAT) thanks to the genius of Kurt Lewin, in which he theorises that many decisions in life (like marriage, moving house, career planning perhaps) confront us with conflicts, In DAAT, both goals have advantages and disadvantages causing great conflict.

 

In lay terms, DAAT of course means everyone can win yet everyone can lose, very convenient I used to think , both positive and negative, similtaneous yin and yang, balance and counterbalance in each choice at the same time, everyone has their cake and eats it; or not, it seems. Brilliantly painful and yet pleasurable at the same time I thought, and so is managing change I since learned.

 

How so? Managing Change is probably up there in the one-time Top 10 of business imperatives, along with decision making in global versus local markets, make or buy manufacture, invest not invest, organic or acquisitional growth.  Even so, within the Top 10, change is vastly under-rated both in its complexity and dynamics. Change is both threat and opportunity, managing change is a conflict between sticking with the advantages of the known status quo and the potential advantages and disadvantages in the alternative. Hence, ‘double approach-avoidance theory’.

 

This has major implications for hiring promoting and positioning people in organisations. Do we choose people who embrace change or resist it? Do we decide for singularity or plurality? Those who will resist change when opportunity presents or risks the jump? The evidence is clear.

 

In managing change, opportunity and threat is ever-present, thus embracing yet resisting change is fertile, hence ‘resilience is fertile’. In recruiting for change we need the wise insight to recognise the options, their advantages and disadvantages, the courage to hold the double approach avoidance dilemma in our thoughts, yet lead our people to the vision which inspires and sustains.

 

To find out how Capp can help your organisation manage change, please contact me directly: vernon.bryce@capp.co, connect with me on LinkedIn uk.linkedin.com/in/vernonbryce or call +44 (0) 2476 323 363.

 

*Author’s note: The Borg are a fictitious alien race, unlike Star Trek which all of us know is not!

1Source: Wikipedia

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