{"product_id":"predicting-success-isbn-9781118985977","title":"Predicting Success","description":"\u003cb\u003eMake the right hires every time, with an analytical approach to talent\u003c\/b\u003e  \u003cp\u003e\u003ci\u003ePredicting Success\u003c\/i\u003e is a practical guide to finding the perfect member for your team. By applying the principles and tools of human analytics to the workplace, you'll avoid bad culture fits, mismatched skillsets, entitled workers, and other hiring missteps that drain the team of productivity and morale. This book provides guidance toward implementing tools like the Predictive Index®, behavior analytics, hiring assessments, and other practical resources to build your best team and achieve the best outcomes. Written by a human analytics specialist who applies these principles daily, this book is the manager's guide to aligning people with business strategy to find the exact person your team is missing.\u003c\/p\u003e \u003cp\u003eAn avalanche of research describes an evolving business landscape that will soon be populated by workers in jobs that don't fit. This is bad news for both the workers and the companies, as bad hires affect outcomes on the individual and organizational level, and can potentially hinder progress long after the situation has been rectified. \u003ci\u003ePredicting Success\u003c\/i\u003e is a guide to avoiding that by integrating analytical tools into the hiring process from the start.\u003c\/p\u003e \u003cul\u003e \u003cli\u003eHire without the worry of mismatched expectations\u003c\/li\u003e \u003cli\u003eApply practical analytics tools to the hiring process\u003c\/li\u003e \u003cli\u003eBuild the right team and avoid disconnected or dissatisfied workers\u003c\/li\u003e \u003cli\u003eStop seeing candidates as \"chances,\" and start seeing them as opportunities\u003c\/li\u003e \u003c\/ul\u003e \u003cp\u003eAnalytics has proved to be integral in the finance, tech, marketing, and banking industries, but when applied to talent acquisition, it can build the team that takes the company to the next level. If the future will be full of unhappy workers in underperforming companies, getting out from under that weight ahead of time would confer a major advantage. \u003ci\u003ePredicting Success\u003c\/i\u003e provides evidence-based strategies that help you find precisely the talent you need.\u003c\/p\u003e \u003cp\u003e\u003cb\u003eChapter 1 \u003c\/b\u003e\u003cb\u003eHow to Start 1\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003eThe Blame Game 2\u003c\/p\u003e \u003cp\u003eThe Office Paradigm, Revised 2\u003c\/p\u003e \u003cp\u003eThe Awakening 4\u003c\/p\u003e \u003cp\u003eThe Cost of a Bad Hire 5\u003c\/p\u003e \u003cp\u003eWhy Things Fail 7\u003c\/p\u003e \u003cp\u003eGroup Therapy 8\u003c\/p\u003e \u003cp\u003e\u003cb\u003eChapter 2 \u003c\/b\u003e\u003cb\u003eHow to Break Analysis Paralysis 11\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003e\u003cb\u003eChapter 3 \u003c\/b\u003e\u003cb\u003eHow to Lead 19\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003eAllowing the Employees to Be the Best Versions of Themselves 21\u003c\/p\u003e \u003cp\u003eThird-Box Thinking 23\u003c\/p\u003e \u003cp\u003eMeasure It, Then Do It 24\u003c\/p\u003e \u003cp\u003eUsing Behavior Analytics to Produce a Better Leader 26\u003c\/p\u003e \u003cp\u003eWhat Is Predictive Index\u003csup\u003e®\u003c\/sup\u003e (PI\u003csup\u003e®\u003c\/sup\u003e)? 27\u003c\/p\u003e \u003cp\u003eEffective Feedback Is a Second Paycheck 31\u003c\/p\u003e \u003cp\u003eDo as I Do 32\u003c\/p\u003e \u003cp\u003eEveryone’s a Leader 33\u003c\/p\u003e \u003cp\u003eCultivating Principals 34\u003c\/p\u003e \u003cp\u003eNational Telcom Company Example 36\u003c\/p\u003e \u003cp\u003eMore Than Money 38\u003c\/p\u003e \u003cp\u003eSelf-Development Rules 39\u003c\/p\u003e \u003cp\u003eListening to the Results 40\u003c\/p\u003e \u003cp\u003eThe Leader as Introvert 41\u003c\/p\u003e \u003cp\u003eUsing Workforce Analytics to Find Your Next Leader 43\u003c\/p\u003e \u003cp\u003e\u003cb\u003eChapter 4 \u003c\/b\u003e\u003cb\u003eHow to Follow 47\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003eWhat the Birds Know 48\u003c\/p\u003e \u003cp\u003eFollowing Types: People Styles Meet the Facebook Crowd 49\u003c\/p\u003e \u003cp\u003eThe Hierarchy-Free Ideal 50\u003c\/p\u003e \u003cp\u003eBetter Together 52\u003c\/p\u003e \u003cp\u003eBuilding Smarter Teams 54\u003c\/p\u003e \u003cp\u003ePutting Teams to the Test 55\u003c\/p\u003e \u003cp\u003eTalk About It 56\u003c\/p\u003e \u003cp\u003e\u003cb\u003eChapter 5 \u003c\/b\u003e\u003cb\u003eHow to Decide 59\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003eTiming Is Everything 60\u003c\/p\u003e \u003cp\u003eFacing the Unknowns 60\u003c\/p\u003e \u003cp\u003eBrain Science’s Decision-Making Play 61\u003c\/p\u003e \u003cp\u003eInstinct Favors Intricacy 63\u003c\/p\u003e \u003cp\u003eDecision-Making, Deconstructed 65\u003c\/p\u003e \u003cp\u003eEvidence Beats Opinion 67\u003c\/p\u003e \u003cp\u003eDecision-Making Tactics 68\u003c\/p\u003e \u003cp\u003eMaking a Decision with Every Tool Engaged 69\u003c\/p\u003e \u003cp\u003eDecision by Job Interview: Insufficient 69\u003c\/p\u003e \u003cp\u003eWhy Cognition Matters 71\u003c\/p\u003e \u003cp\u003ePLI\u003csup\u003e®\u003c\/sup\u003e: For More Than Hiring 72\u003c\/p\u003e \u003cp\u003e\u003cb\u003eChapter 6 \u003c\/b\u003e\u003cb\u003eHow to Persuade 75\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003eThe Role of the Subconscious 76\u003c\/p\u003e \u003cp\u003eSpeaking from the Corps 77\u003c\/p\u003e \u003cp\u003eEmulating Emo 77\u003c\/p\u003e \u003cp\u003eThe Stanford Prison Experiment 79\u003c\/p\u003e \u003cp\u003eAsking for More 80\u003c\/p\u003e \u003cp\u003eThe \u003ci\u003eForbes \u003c\/i\u003eList 82\u003c\/p\u003e \u003cp\u003e\u003cb\u003eChapter 7 \u003c\/b\u003e\u003cb\u003eHow to Communicate 89\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003eCommunication Rules 90\u003c\/p\u003e \u003cp\u003eDo Unto Others 91\u003c\/p\u003e \u003cp\u003eCase Study: Communication at Stanley Manufacturing, Toronto, Canada 92\u003c\/p\u003e \u003cp\u003eSimplicity above All 93\u003c\/p\u003e \u003cp\u003eBody Language Speaks Volumes 94\u003c\/p\u003e \u003cp\u003eCommunicating with Your Ears 95\u003c\/p\u003e \u003cp\u003eBuilding Trust through Communication 96\u003c\/p\u003e \u003cp\u003eCommunication Tactics 99\u003c\/p\u003e \u003cp\u003eCommunications Leader, Lead Thyself 99\u003c\/p\u003e \u003cp\u003eBarriers to Communication 101\u003c\/p\u003e \u003cp\u003eCommunication Tips 102\u003c\/p\u003e \u003cp\u003e\u003cb\u003eChapter 8 \u003c\/b\u003e\u003cb\u003eHow to Assess 105\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003eCase Study: The Big Brothers Big Sisters® Organization 106\u003c\/p\u003e \u003cp\u003eThe Science of Human Resources 107\u003c\/p\u003e \u003cp\u003eUnited States Government (EEOC) “Rules of the Road” for Using Testing 107\u003c\/p\u003e \u003cp\u003eBehavioral Assessments 109\u003c\/p\u003e \u003cp\u003ePutting Behavior Analysis on Ice 111\u003c\/p\u003e \u003cp\u003eSelling Apple Pie to Americans 113\u003c\/p\u003e \u003cp\u003eMotivation and Human Behavior 114\u003c\/p\u003e \u003cp\u003eAsking Questions: Behavioral Surveys 116\u003c\/p\u003e \u003cp\u003eBusiness Applications of Behavioral Science 117\u003c\/p\u003e \u003cp\u003eBehavioral Assessments in Reverse 120\u003c\/p\u003e \u003cp\u003eAn Assessment of Behavioral Assessments 121\u003c\/p\u003e \u003cp\u003ePicking a Behavioral Assessment Approach 123\u003c\/p\u003e \u003cp\u003eThe Productivity Ambition Matrix 124\u003c\/p\u003e \u003cp\u003e\u003cb\u003eChapter 9 \u003c\/b\u003e\u003cb\u003eHow to Engage 127\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003eThe Engagement Anxiety 127\u003c\/p\u003e \u003cp\u003eDefining the Engaged Employee 128\u003c\/p\u003e \u003cp\u003eWhy Is Engagement Important? 129\u003c\/p\u003e \u003cp\u003eEmployee Engagement: A How-To 131\u003c\/p\u003e \u003cp\u003eThe Role Behavior Analyses Have to Play 135\u003c\/p\u003e \u003cp\u003eShare the Wealth 136\u003c\/p\u003e \u003cp\u003eThe Microsoft Example 138\u003c\/p\u003e \u003cp\u003eEmployee Engagement in Down Times 139\u003c\/p\u003e \u003cp\u003e\u003cb\u003eChapter 10 \u003c\/b\u003e\u003cb\u003eHow to Resolve 143\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003eThe Cost of Conflict 144\u003c\/p\u003e \u003cp\u003eConflict Is “Good” 145\u003c\/p\u003e \u003cp\u003eThe Psychology of Conflict 147\u003c\/p\u003e \u003cp\u003eLaughter’s Long Legacy 148\u003c\/p\u003e \u003cp\u003eThink About It 149\u003c\/p\u003e \u003cp\u003eThe Predictive Index\u003csup\u003e®\u003c\/sup\u003e, Explained 150\u003c\/p\u003e \u003cp\u003eThe ISAT™\/SSAT™, Revealed 152\u003c\/p\u003e \u003cp\u003eOn-Ice Application 154\u003c\/p\u003e \u003cp\u003eThe Predictive Index\u003csup\u003e®\u003c\/sup\u003e and the Social Profit World 155\u003c\/p\u003e \u003cp\u003eTransitioning from Boredom to the Top 156\u003c\/p\u003e \u003cp\u003eLeadership Development and Deconflicting 157\u003c\/p\u003e \u003cp\u003eConflict 101 158\u003c\/p\u003e \u003cp\u003eStories of Success 159\u003c\/p\u003e \u003cp\u003eMaking the Perfect Pick 162\u003c\/p\u003e \u003cp\u003e\u003cb\u003eConclusion: How to Finish 163\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003eIntergenerational Management 164\u003c\/p\u003e \u003cp\u003eIdentifying Your Pink Dolphins 166\u003c\/p\u003e \u003cp\u003eEQ: The Missing Link in Employee Testing 167\u003c\/p\u003e \u003cp\u003eNecessary Endings 169\u003c\/p\u003e \u003cp\u003eIndex 173\u003c\/p\u003e  \u003cp\u003e\u003cb\u003eDAVID LAHEY\u003c\/b\u003e is the founder and CEO of Predictive Success, which helps firms align people with business strategy. In 2013, Predictive Success was awarded \u003ci\u003eProfit Magazine's\u003c\/i\u003e Profit 500 Award for the fastest-growing new companies.David's work has been featured in \u003ci\u003eThe Toronto Globe \u0026amp; Mail, Vancouver Provence\u003c\/i\u003e, CBC Radio, \u003ci\u003eCalgary Herald, Star Phoenix\u003c\/i\u003e and \u003ci\u003eFinancial Post\u003c\/i\u003e. He is also a frequently requested guest lecturer at top MBA programs.   \u003c\/p\u003e\u003cp\u003eOnce upon a time, you could hire people off the street, tell them what to do, and expect them to work loyally for the company for the next decade or four. But those \"set it and forget it\" days are over. The culture has shifted. Employees are no longer willing to toil their lives away unquestioningly, padding their bosses' pockets with a smile. For those of us doing the hiring, this culture shift has been more like a culture \u003ci\u003eshock\u003c\/i\u003e. But, when the shock subsides \u003ci\u003ePredicting Success\u003c\/i\u003e will be here to help us move forward. In fact, as talent acquisition guru David Lahey enthusiastically puts it, \"This is what opportunity looks like.\"\u003c\/p\u003e \u003cp\u003eAt the same time that employees are demanding more recognition and better work-life balance, businesses are gaining access to tools and resources that are drastically improving our ability to make the right hiring choices. \u003ci\u003ePredicting Success\u003c\/i\u003e provides insight and access to a number of these tools, including the Predictive Index\u003csup\u003e®\u003c\/sup\u003e, which has helped firms like Microsoft, Google, and Salesforce maximize their recruiting potential. The strategies in this book are based on recent research on how data, analytics, assessments, and other next-level approaches can lead to win-win hiring decisions.\u003c\/p\u003e \u003cp\u003eAnyone involved in corporate recruiting at any level knows how expensive a wrong hire can get. In \u003ci\u003ePredicting Success\u003c\/i\u003e, David Lahey makes a compelling case for diverting resources to the hiring process \u003ci\u003ebefore\u003c\/i\u003e the wrong decision is made. Anyone who is still uncertain about the bottom-line value of analytic hiring practices will be interested in the hard evidence presented in this book. In 2014, there is no longer any need for guesswork. Finding top talent with the right style to lead the organization to greater heights can be easy—if you're ready to adapt.\u003c\/p\u003e \u003cp\u003e\u003ci\u003ePredicting Success\u003c\/i\u003e is not just about the hiring process. Effective teams have effective leaders who know how to engage, assess, and communicate productively. Understanding how leadership traits and activities contribute to retaining talent is crucial, especially in this era of high turnover. This book addresses every link in the chain, with research data and tips to bring readers into the new world of talent management. The bottom line of \u003ci\u003ePredicting Success\u003c\/i\u003e is that smarter hiring practices, smarter leadership, and smarter companies will attract smarter employees. And that means better results for everyone involved.\u003c\/p\u003e  \u003cp\u003eOnce upon a time, you could hire people off the street, tell them what to do, and expect them to work loyally for the company for the next decade or four. But those \"set it and forget it\" days are over. The culture has shifted. Employees are no longer willing to toil their lives away unquestioningly, padding their bosses' pockets with a smile. For those of us doing the hiring, this culture shift has been more like a culture \u003ci\u003eshock\u003c\/i\u003e. But, when the shock subsides \u003ci\u003ePredicting Success\u003c\/i\u003e will be here to help us move forward. In fact, as talent acquisition guru David Lahey enthusiastically puts it, \"This is what opportunity looks like.\" \u003c\/p\u003e\u003cp\u003eAt the same time that employees are demanding more recognition and better work-life balance, businesses are gaining access to tools and resources that are drastically improving our ability to make the right hiring choices. \u003ci\u003ePredicting Success\u003c\/i\u003e provides insight and access to a number of these tools, including the Predictive Index\u003csup\u003e®\u003c\/sup\u003e, which has helped firms like Microsoft, Google, and Salesforce maximize their recruiting potential. The strategies in this book are based on recent research on how data, analytics, assessments, and other next-level approaches can lead to win-win hiring decisions. \u003c\/p\u003e\u003cp\u003eAnyone involved in corporate recruiting at any level knows how expensive a wrong hire can get. In \u003ci\u003ePredicting Success\u003c\/i\u003e, David Lahey makes a compelling case for diverting resources to the hiring process \u003ci\u003ebefore\u003c\/i\u003e the wrong decision is made. Anyone who is still uncertain about the bottom-line value of analytic hiring practices will be interested in the hard evidence presented in this book. In 2014, there is no longer any need for guesswork. Finding top talent with the right style to lead the organization to greater heights can be easy—if you're ready to adapt. \u003c\/p\u003e\u003cp\u003e\u003ci\u003ePredicting Success\u003c\/i\u003e is not just about the hiring process. Effective teams have effective leaders who know how to engage, assess, and communicate productively. Understanding how leadership traits and activities contribute to retaining talent is crucial, especially in this era of high turnover. This book addresses every link in the chain, with research data and tips to bring readers into the new world of talent management. The bottom line of \u003ci\u003ePredicting Success\u003c\/i\u003e is that smarter hiring practices, smarter leadership, and smarter companies will attract smarter employees. And that means better results for everyone involved.\u003c\/p\u003e","brand":"Wiley","offers":[{"title":"Default Title","offer_id":47989840380133,"sku":"NP9781118985977","price":25.0,"currency_code":"USD","in_stock":false}],"thumbnail_url":"\/\/cdn.shopify.com\/s\/files\/1\/1842\/7735\/files\/9781118985977.jpg?v=1761785643","url":"https:\/\/k12savings.com\/products\/predicting-success-isbn-9781118985977","provider":"K12savings","version":"1.0","type":"link"}