Name, Title
Why We're Great >
Share the amazing things customers are saying about your business. Double click, or click Edit Text to make it yours.
OUR
APPROACH
REDUCE ERROR RATE IN SELECTION DECISIONS
Every employee we appoint should be more qualified and more talented than the one they replaced, but we are notoriously bad at picking people. In fact, it’s unlikely that even 2 out of 10 hires in your business will ever achieve world class performance.
Typically, we evaluate a candidate’s resume and references, we bring them in for round robin interviews, and we are easily influenced by impressions of motivation and personality.
None of these activities are significantly increasing our hit rate.
A candidate’s experience, technical expertise, personality factors and motivation cannot predict for top quartile performance.
TALENT PREDICTS.
8 TIMES OUT OF 10.
EXPERIENCE
Barry has spoken to a wide range of companies and audiences around the world, including, Hilton, HP, Honeywell, Microsoft, Wells Fargo, Stryker, Hologic, VW/Audi among others. While each speech is uniquely crafted, the central unifying theme is that people perform better when they position their work around their strengths.
STYLE
He positions his message to meet the needs of his audience.
He will make you think.
He addresses the limitations of orthodox thinking.
He is critical of common approaches to leadership and management that have poor evidence of efficacy.
He uses research data and insights to establish a clear path of what needs to be done to drive engagement, performance and personal and professional flourishing.
FUTURE LEADERS FROM THE FRONTLINE
It is every company’s dream to have an abundance of highly talented internal candidates for top-level management and leadership roles.
Yet our talent acquisition teams often find themselves behind the ball when it comes to taking a more holistic approach to succession planning.
Conchie Associates offers selection assessments across 4 categories which tend to be the deciding factor in overall company growth and performance.
PROFESSIONAL ASSOCIATES
1.
FRONTLINE MANAGERS
2.
MANAGERS OF MANAGERS
3.
EXECUTIVE LEADERS
4.
SUCCESSION PLANNING
.jpg)
.jpg)
KEITH
CONCHIE
EXECUTIVE ANALYST
Keith graduated from St, Paul’s College (Univ of Gloucester), Cheltenham, UK in 1978, as an expert in educational studies and development.
He has worked extensively as a professional educator and advisor in many roles and organizations across the UK.
He joined Conchie Associates as an Executive Analyst in 2014 and is responsible for conducting assessment evaluations for our global clients.
When not at work Keith enjoys golf and skiing. He is based in Nantwich, Cheshire, UK.
JASMIN
LILLESVE
EXECUTIVE ANALYST
Jasmin graduated from the University of Oregon in 2015, Cum Laude with a Bachelor of Science in Journalism and a minor in Mathematics. Jasmin has worked extensively in eLearning and Graphic Design. She has worked with a number of companies to create learning content for topics ranging from executive leadership, human rights issues, automotive mechanics, to artificial intelligence.
Jasmin is certified in Psychometric Assessments Levels 1 and 2 (including personality) by the British Psychological Society. She joined Conchie Associates as an Executive Analyst in 2019, and is responsible for conducting assessment evaluations for our global clients.
When not working, Jasmin likes to get outside to board, bike, paddle, or run. She also enjoys making art, watching films, reading novels, traveling abroad and volunteering. Jasmin currently lives in Portland, Oregon.
1.
STRENGTHS-BASED
LEADERSHIP
Great Leaders, Teams and Why People Follow.
2.
WHAT LEASERS
NEED TO KNOW
What does leadership research tell us about the most effective leaders?
3.
EXECUTIVE
DECISION-MAKING
What do studies in psychology, neuro-science and heuristics tell us about the choices we make? Is “perfect” decision-making possible?
4.
LEADERSHIP
SUCCESSION
PLANNING
From enterprise to individual.
5.
WORLD CLASS
LEADERSHIP
What talents correlate to success? What experiences are most valuable? What knowledge is additive?
SPEAKING ENGAGEMENT
COSTS BY LOCATION
Speeches and presentations can be tailored to suit specific needs.
USA
$30,000
Excluding expenses
CANADA / MEXICO
$45,000
Excluding expenses
INTERNATIONAL
$65,000
Excluding expenses
JOSIE LANE
Art Director
Introduce your team! Click here to add images, text and links, or connect data from your collection.
MARTIN REED
Head of Sales
Introduce your team! Click here to add images, text and links, or connect data from your collection.
CARLA JONES
Product Manager
Introduce your team! Click here to add images, text and links, or connect data from your collection.
MEASURE TALENT.
PREDICT PERFORMANCE.
SOCRATES
Decades of research have shown that experience and expertise fail to predict for superior performance. Motivation and personality are important factors in personal development but still fall short. Research tells us that talent is the top predictor for superior performance.
TALENT PREDICTS PERFORMANCE.
8 TIMES OUT OF 10.
ORGANIZATIONAL
EFFECTIVENESS
We help CEO’s consider, evaluate and answer the following questions:
What specific investments will help improve the effectiveness of the CEO and his executive team?
Does the team possess the leadership capabilities and functional expertise needed to take the company to the next step in its growth?
Is the leadership team sufficiently optimized and functioning at the maximum level?
Is there clear alignment between strategic focus and organizational structure?
A TYPICAL TEAM ENGAGEMENT INCLUDES:
Assessment of Executive Leadership Team Strengths and Weaknesses
1.
Interviews & Survey of Team Functioning & Engagement
2.
Organizational & Functional Analysis
3.
Report out and Feedback to CEO
4.
Executive Leadership Team Feedback Meeting
5.
Macarons
Biscotti
Granola
Vegan
IDENTIFY
Identify the talents that drive superior performance in role.
IDENTIFY
Measure the strength of talents and identify critical gaps.
MEASURE
Predict performance and compare against your very best.