Geplaatst: 19 Sep, 2023

Investing in Employee Development

A Sustainable Path to Talent Retention

One of the key findings from recent employee development research by McKinsey (2022) indicates that 75% of workers are open to alternative career paths and growth opportunities within their current organizations. This revelation underscores the importance of investing in employee development as a potent tool for talent retention. In this blog post, we will dig into the significance of employee development, its impact on talent retention, and practical ways to implement effective programs.

Understanding the Value of Employee Development

Employee development refers to the process of nurturing and enhancing an employee’s skills, knowledge, and abilities to help them grow within their current role or prepare for future career opportunities. It encompasses various activities, including training, mentorship, coaching, workshops, and educational programs. By investing in employee development, organizations not only empower their workforce but also reap several benefits that contribute to talent retention.

Boosting Employee Engagement

Engaged employees are more likely to stay with their current employer. When organizations invest in their growth and offer opportunities for skill acquisition, it sends a clear message that they are valued and that their career progression is a priority. This commitment to their professional growth frequently leads to higher levels of engagement, job satisfaction, and loyalty.

Workforce Out-Dated? Enhancing Skill Sets and Capabilities

In today’s fast-paced business environment, skills quickly become outdated. To remain competitive, employees need ongoing L&D opportunities. When organizations provide avenues for skill enhancement, talents can stay current and even ahead of industry trends. This not only benefits the individual but also makes the organization more competitive.

Nurturing Leadership Potential

Identifying and grooming future leaders from within the organization is a crucial aspect of employee development. Investing in leadership programs allows organizations to identify high potentials and equip them with the skills and knowledge needed to take on leadership roles. This not only prepares employees for future career progression but also strengthens the organization’s leadership pipeline.

Increasing Employee Satisfaction

Employees who see that their organization is committed to their professional growth and provides opportunities for advancement are more likely to feel satisfied with their jobs. Satisfied employees are less likely to seek opportunities elsewhere, contributing to improved talent retention rates.

Practical Strategies for Employee Development

• Tailored Training Programs: Design training and development programs that are customized to meet the specific needs and career goals of individual talents. This personalized approach demonstrates a commitment to their growth as an organization.
• Mentorship and Coaching: Implement mentorship and coaching programs that connect employees with experienced mentors or coaches within the organization. These relationships can provide valuable guidance and support for career development.
• Skills Assessments: Use skills assessments and performance evaluations to identify areas where talents can benefit from additional training and development. This data-driven approach ensures that development efforts are targeted and effective.
• Continuous Learning Culture: Foster a culture of continuous learning by encouraging employees to pursue ongoing education, attend workshops, and participate in online courses. Provide resources and support for these endeavors.
• Career Path Planning: Work with employees to create clear and achievable career development plans, individually, but also as a team. Regularly review and adjust these plans to align with evolving goals and opportunities. For example, use certified coaches and tooling you believe measure the right skills to develop and guide their path inside your organization.
• Feedback and Recognition: Provide regular feedback and recognize people for their efforts and achievements in their journey. Positive reinforcement encourages continued growth.

Why Employee Development Matters

Investing in employee development is not just a sound business strategy; it’s a powerful approach to improving talent retention. As the research mentioned above suggests, the majority of workers are eager for growth opportunities. By recognizing and acting on this desire, organizations can create an environment where team members feel valued, engaged, and motivated to stay and grow with the company. In an era of constant change and competition, employee development is the key to building a resilient and talented workforce that will drive your organization’s success into the future.

Interested in Discovering how You can Enhance your Employees’ Professional Growth and Development?

Get in touch with our employee development expert at BrainsFirst, and we’ll show you how to provide a more in-depth level of career guidance using brain data. We’ll also help you provide tailored development opportunities aligning with your employees’ unique cognitive profiles. Let’s find out together what suits your organization best!

Geplaatst: 13 Sep, 2023

Unlocking Potential with Skills-based Hiring

The Power of Skills-Based Hiring for Diversity and Fresh Perspectives

Over the last years, organizations have started to redefine their approach to talent acquisition. The concept of skills-based hiring is gaining momentum as companies recognize its potential to redesign not only their workforce but also their entire culture. In this blog post, we will delve into the transformative impact of skills-based hiring. It allows organizations to tap into a wider talent pool, foster diversity and inclusion, and bring fresh talent perspectives to the table. But how to enable this approach?

Skills-Based Hiring: A Paradigm Shift

Traditionally, hiring has often centered around a candidate’s educational background, work experience, and qualifications. While these factors certainly have their merits, they can inadvertently lead to biases and limit the talent pool. Skills-based hiring takes a different approach. It places the spotlight on a candidate’s actual skills and competencies, allowing organizations to evaluate individuals based on their ability to perform specific tasks and contribute to the company’s goals.

Expanding the Talent Pool

One of the primary benefits of skills-based hiring is that it widens the talent pool. When organizations focus on skills rather than relying solely on formal credentials, they open the door to individuals from diverse backgrounds and experiences. This approach ensures that talent is not overlooked based on factors such as education or previous job titles.

For example, a candidate who may not have a traditional degree but possesses exceptional potential for programming skills could be an ideal fit for a tech company. By emphasizing skills, organizations can uncover hidden gems and unlock a wealth of untapped potential.

Fostering Diversity and Inclusion

Diversity and inclusion are not just buzzwords; they are essential components of a thriving and innovative organization. Lots of HR professionals responsible for DEI strategies struggle with implementing them. What approach actually delivers its promise? Skills-based hiring inherently promotes diversity by removing barriers that may have prevented certain individuals from entering the workforce. It allows people of different genders, races, socioeconomic backgrounds, and traditional abilities to showcase their skills and contribute to the organization’s success.

Furthermore, skills-based hiring helps to combat unconscious biases that can affect traditional hiring practices. When hiring decisions are based on skills, rather than assumptions about a candidate’s abilities, organizations are more likely to create a workplace where all employees feel valued and included.

Enabling Innovation by Thinking Differently

Fresh perspectives are the lifeblood of innovation. When organizations prioritize skills over traditional qualifications, they bring in individuals with diverse life experiences and problem-solving approaches. This diversity of thought can lead to breakthrough ideas and creative solutions that may not have emerged in a more homogeneous environment.

Imagine a marketing team composed of individuals with backgrounds in psychology, engineering, and art. Each member brings a unique perspective to the table, resulting in marketing campaigns that resonate with a broader audience and push the boundaries of creativity.

Creating a Skills-Based Hiring Strategy

To harness the benefits of skills-based hiring, organizations should consider implementing the following strategies:

• Define Skills Clearly: outline the skills and competencies required for each role within your organization as sharp as possible. This ensures that both candidates and hiring managers have a clear understanding of expectations.
• Revise Job Descriptions: craft job descriptions that focus on skills and desired outcomes rather than rigid qualifications. This encourages a broader range of applicants to apply.
• Use structured Assessments: choose standardized assessments, like the NeurOlympics, or tests that evaluate candidates’ skills relevant to the role. These assessments provide objective, bias-free data for decision-making.
• Invest in Training & Upskilling: help existing employees to develop the skills needed for career advancement within the organization.

 

What is the Future of Skills-Based Hiring?

Skills-based hiring is not just a hiring trend; it’s a powerful tool for organizations to tap into a wider talent pool, foster diversity and inclusion, and bring fresh perspectives to the table. By valuing skills over traditional qualifications, businesses can create a more innovative, adaptable, and inclusive workplace. So, let’s embrace skills-based hiring and celebrate the richness of talent perspectives it brings to our organizations.

Ready to Unlock the Potential of Skills-Based Hiring?

Get in touch with our skills expert to discover how our cognitive assessments can assist you in identifying essential skills and matching talents who will actively contribute to your company’s goals.

Geplaatst: 21 Jun, 2023

Embracing Cognitive Diversity

Leveraging Neurodivergent Thinkers for Innovation and Success by Embracing Cognitive Diversity

In today’s rapidly evolving world, where change is the only constant, organizations must adapt and thrive in order to stay ahead of the curve as a workforce. To navigate the complex challenges of the modern landscape, businesses need a diverse range of perspectives and approaches. This is where the concept of cognitive diversity comes into play – the recognition and celebration of different thinking styles and cognitive profiles within a team or organization. Embracing cognitive diversity has a lot of benefits for your workforce. In this blog post, we will explore the concept of cognitive diversity, its significance in the workplace, and strategies for leveraging neurodivergent thinkers.

Instead of solely looking at diversity from the outside, you should also consider diversity from the inside. Under the hood, so to speak. Cognitive diversity refers to the variety of ways individuals perceive, think, and solve problems. Understanding the value of embracing cognitive diversity is crucial for unleashing the full potential of your team. Each individual possesses a unique set of cognitive strengths and preferences, which shape their approach to problem-solving, decision-making, creativity, teamwork, and innovation. By acknowledging and appreciating these diverse perspectives, organizations can tap into a wealth of talent and expertise.

Understanding Different Thinking Styles and Cognitive Profiles

Cognitive diversity encompasses a wide range of characteristics, including but not limited to analytical thinking, creativity, emotional intelligence, attention to detail, and strategic thinking. Some individuals excel at seeing the big picture and identifying new opportunities, while others possess an unparalleled ability to dive deep into data, recognize patterns, and extract meaningful insights. By embracing these differences, you can foster a culture of inclusion and create an environment where everyone’s abilities are valued.

Fostering an Inclusive Environment for Embracing Cognitive Diversity

Creating an inclusive and supportive environment for cognitive diversity requires intentional effort. First and foremost, it is essential to foster a culture that values and respects different viewpoints. Encourage open dialogue and active listening, where team members feel comfortable expressing their ideas and opinions. Emphasize the importance of empathy and empathy-building exercises to enhance understanding and collaboration among team members.

To support cognitive diversity effectively, organizations must establish structures and processes that encourage participation and contribution from all team members. This can be achieved through cross-functional collaboration, where individuals from different departments or backgrounds come together to solve problems and generate innovative ideas. By facilitating interdisciplinary teamwork, you can create a fertile ground for diverse perspectives to intersect and spark creativity.

Make Unicity Work for You

When it comes to problem identification and problem-solving, cognitive diversity can be a game-changer. Neurodivergent thinkers bring unique angles and approaches to tackling challenges, allowing for a more comprehensive understanding of the problem space. By welcoming diverse perspectives, organizations can avoid the pitfalls of groupthink and uncover novel solutions that might have otherwise gone unnoticed. In the end, problems will become challenges that will be solved better included by diverse thinkers.

Moreover, embracing cognitive diversity enhances adaptability in the face of change. As the world evolves, organizations must be nimble and quick to respond to new circumstances. By reinforcing different thinkers, you can tap into their ability to identify emerging trends, anticipate potential disruptions, and adapt strategies accordingly. The diverse cognitive profiles within your team can act as a collective radar, scanning the environment for signals and ensuring your organization remains agile and forward-thinking.

Another area where cognitive diversity shines is decision-making. When diverse perspectives are considered, decisions become more robust and well-rounded. By integrating different thinking styles and cognitive profiles, organizations can avoid biases and broaden their understanding of the potential outcomes and risks associated with each decision. This approach leads to more informed choices and mitigates the potential for blind spots that may arise from a homogenous decision-making process.

Innovation and creativity flourish in environments that embrace cognitive diversity. By bringing together individuals with diverse perspectives, experiences, and cognitive strengths, organizations can generate a rich tapestry of ideas. Collaborative brainstorming sessions and innovation workshops become more fruitful as participants approach problems from different angles, challenge assumptions, and cross-pollinate ideas. The combination of varied cognitive profiles ignites the spark of innovation, driving organizations to new heights of creativity.

Finally, collaboration and teamwork are significantly enhanced through cognitive diversity. When individuals with different thinking styles and cognitive profiles come together, they bring complementary skills and perspectives to the table. By welcoming these differences and encouraging collaboration, organizations can tap into the collective intelligence of their teams. Diverse teams benefit from increased problem-solving abilities, better decision-making, and improved creativity, leading to more successful outcomes and a stronger sense of cohesion.

Start Recognizing Cognitive Diversity Today

Cognitive diversity is a powerful asset that organizations can strengthen to achieve innovation, creativity, and success. Embracing cognitive diversity is essential for organizations seeking innovation and success in today’s dynamic world. It does not only drive individual growth but also fuels organizational progress and resilience. So, let us celebrate the power of diverse minds coming together and unlock the full potential of cognitive diversity in our organizations. The fact that neurodiverse teams generate up to 19% revenue in companies that embrace diverse thinkers is worth thinking about it.

Ready to Harness the Power of Cognitive Diversity in Your Organization?

Contact our brain experts at BrainsFirst to learn how our cognitive assessments can help you identify and leverage neurodivergent thinkers to understand how your workforce can contribute to enhanced innovation and success by embracing cognitive diversity!

Geplaatst: 7 Jun, 2023

The Power of Cognitive Flexibility in Adapting to Change

The key to thriving in a changing world: Discover the science, benefits, and strategies for Cognitive Flexibility

In a world that is constantly evolving, the ability to adapt to change has become a crucial skill for success. And at the core of this ability lies cognitive flexibility – the capacity to shift one’s thinking and behavior in response to new situations and challenges. From coping with job loss to adjusting to new technologies, those who possess cognitive flexibility are better equipped to navigate the uncertainties of life.

Developing cognitive flexibility offers substantial benefits beyond just improving decision-making skills. It not only positively affects our emotional well-being but also has a greater impact on predicting future success compared to IQ alone. Its broad range encompasses traits such as imagination, creativity, empathy, and curiosity that contribute immensely to human progress. But what exactly is cognitive flexibility, and how can we develop it? In this article, we will explore the science behind cognitive flexibility, its benefits, and practical strategies for cultivating it. So let’s dive in and discover the keys to adapting with ease and grace.

Understanding Cognitive Flexibility

Cognitive flexibility is the ability to switch between different cognitive tasks or mental sets. It allows us to adjust our thinking and behavior in response to changing circumstances. This makes it an essential skill for success in today’s fast-paced world. Cognitive flexibility is related to a number of other cognitive processes, such as working memory, attention, and inhibitory control. All these skills are reliably measured by our gamified assessment, the NeurOlympics.

While people tend to apply learned schemas or concepts to new situations, this approach is not always beneficial. Many individuals struggle with internal conflicts when attempting to adjust to unfamiliar circumstances, and the same holds true for businesses and organizations. Surprisingly, some people prefer to remain unemployed rather than adapt to new situations, yearning to return to their previous state. To illustrate, imagine always taking the same route to work. One day, you discover road construction, leaving you with two alternative routes. You can stick to the same route and be late, or you can find an alternative path. This is where cognitive flexibility comes into play.

Research by Cambridge University and Nanyang Technological University has shown that cognitive flexibility is not a fixed trait, but rather a skill that can be developed and improved over time. At least within a certain bandwidth. This means that even if you feel like you’re not naturally flexible, you can still work on building this skill and become more adaptable.

The Importance of Cognitive Flexibility in Adapting to Change

In today’s world, change is constant. Whether it’s a new job, a new technology, or a new set of circumstances, we are constantly faced with situations that require us to adapt. Those who possess cognitive flexibility are better equipped to handle these changes. They are able to shift their thinking and behavior to meet new challenges.

Cognitive flexibility is particularly important in the workplace, where employees are often required to take on new roles or responsibilities. It allows individuals to learn new skills and adapt to new environments, which can lead to increased job satisfaction and performance.

But cognitive flexibility is not just important in the workplace – it is also crucial in our personal lives. From navigating relationships to coping with unexpected events, those who are able to adapt to changing circumstances are more likely to thrive in all areas of life.

How Cognitive Flexibility Affects Performance

Cognitive flexibility is associated with creativity. The ability to shift one’s thinking and come up with new ideas is an important aspect of cognitive flexibility and can lead to innovative solutions to problems.

In addition, cognitive flexibility has been linked to better decision-making. The ability to consider multiple perspectives and weigh different options is an important aspect of cognitive flexibility and can lead to more informed and effective decisions.

Cognitive Flexibility and Resilience

Resilience is the ability to bounce back from difficult situations and adapt to change. Cognitive flexibility is a key component of resilience.

Research has shown that individuals who possess cognitive flexibility are better able to cope with stress and adversity. They are able to find new ways of thinking about and approaching difficult situations, which can help them to overcome obstacles and bounce back from setbacks.

Improving Cognitive Flexibility in the Workplace

There are a number of exercises that can help to improve cognitive flexibility. One simple exercise is to practice thinking about things from multiple perspectives. For example, if you are faced with a problem, try to come up with at least three different ways of approaching it.

Another exercise is to engage in activities that require you to switch between different tasks or mental sets. For example, playing a musical instrument or learning a new language can help to improve cognitive flexibility.

Additionally, mindfulness meditation has been shown to improve cognitive flexibility. Mindfulness involves paying attention to the present moment without judgment, which can help to improve cognitive control and flexibility.

Another strategy is to encourage collaboration and teamwork. Working with others can help to expose individuals to new ideas and perspectives, which can help to improve cognitive flexibility.

Finally, employers can provide training and resources to help employees develop their cognitive flexibility skills. This can include workshops, coaching, and online courses.

The Impact of Cognitive Flexibility on Mental Health

Cognitive flexibility has been shown to have a positive impact on mental health. Research has shown that individuals with higher levels of cognitive flexibility are less likely to experience symptoms of anxiety and depression.

One reason for this may be that cognitive flexibility allows individuals to approach difficult situations with a more open and flexible mindset. This can help to reduce feelings of stress and anxiety and improve overall mental well-being.

Benefit with Cognitive Flexibility at Work

By understanding the science behind cognitive flexibility, its benefits, and practical strategies for developing it, employees can improve their performance, resilience, and overall well-being. And employers understand what to look for in their future talent pools. Cognitive flexibility is an essential skill that not only empowers individuals to make better decisions but also enhances their emotional well-being. Its significance surpasses that of traditional intelligence measures, such as IQ, as it enables innovation, creativity, empathy, and adaptability. Investing in the development of cognitive flexibility can maximize human potential and equip us to tackle the complex challenges of today and tomorrow. In today’s fast-paced world, the ability to adapt to change is more important than ever. Cognitive flexibility is a key skill that can help individuals to navigate the uncertainties of (professional) life with ease and grace. 

Curious how to include this skill in your talent management systems like hiring, L&D, and strategic workforce planning? Book a meeting with our brain expert Ivar Schot!

Geplaatst: 8 Mar, 2023

Messi & Marta – Do Women Football Stars Solve Match Situations Differently?

BrainsFirst Launches Global Women Football Brain Index Project

Today, BrainsFirst announced the launch of the Global Women’s Football Brain Index-project, ahead of FIFA Women’s World Cup 2023. The project is aimed at evaluating the cognitive abilities of female elite football players across the world and providing insights into the role of the brain in identifying and nurturing female football brains. “We expect to see a lot of similarities compared to our existing Football Brain Index. However, in elite sports it’s frequently the small differences that matter,” reports BrainsFirst founder Eric Castien.

Following the success of the Men’s Global Football Brain Index introduced in 2019, BrainsFirst decided to extend its longitudinal research to female football players. The project uses the latest neuroscience and AI technologies to assess cognitive abilities such as decision-making, attention, and spatial awareness.

The Global Women’s Football Brain Index will provide valuable insights into the cognitive abilities of female football players and how they relate to performance on the field. The project will also offer comparative data on male and female football players’ cognitive abilities, allowing for a better understanding of gender differences in football.

“The launch of the Global Women’s Football Brain Index is an important milestone for BrainsFirst,” says Castien. “Traditional methods of evaluating football talent systematically underestimate the performance of female players, because of their over-dependence on physical development. We‘ve seen that cognitive abilities play a crucial role in elite football performance. Even in male football hidden talents are overlooked in the youth because of physical underperformance and this gets worse with female players. But those tinier youngsters probably have much more powerful football brains. Both Messi and his female peer Marta are one of the smallest and smartest players on the field. We help clubs and associations to evaluate talents more fairly by taking a look under the hood. Today we introduce this inclusive way of talent assessment into women’s football, too.”

BrainsFirst started its research in global elite football in 2013. Neuroscientists Ilja Sligte and Andries van der Leij accomplished their mission to link brain functions to field performance thanks to the participation of clubs like AZ Alkmaar, PSV Eindhoven, Feyenoord from Eredivisie, clubs in Premier League, Bundesliga, Jupiler League, and Primera Division, and both the Dutch and Belgian FA. Today over 50 elite clubs use BrainsFirst in their talent identification process.

The first version of the Global Women Football Brain Index will be launched during the FIFA Women’s  World Cup, which takes place from 20 July to 20 August 2023 in Australia and New Zealand. The project will involve the participation of elite football clubs and federal associations to assess female football players from across the world, providing a comprehensive view of the cognitive abilities of female football players.

Business Development Director Jens Urlbauer adds: “Identifying and developing talent is key to the success of any football club, and this is especially true for women’s football. As the sport continues to grow and gain more recognition, it is important that we invest in talent identification programs to ensure that we are not missing out on talented female players who could become the stars of tomorrow.”

For more information on the Global Women Football Brain Index, visit the BrainsFirst website or contact the BrainsFirst press office. Read more about our sports solutions here.

Eric Castien – Founder eric@brainsfirst.com

Geplaatst: 15 Feb, 2023

Press Release: “Why do we Keep Cramming the Square into the Round Hole?”

Zero Talent Waste Goals offers Structural Labor Market Solution

Almost 6 out of 10 vacancies are not filled or are only filled with difficulty. That is what the UWV concludes from a survey among more than 4,500 employers. Never before has the labor market been so stuck. The old solutions? Extend the vacancy, play with the terms of employment or launch a fun recruitment site. A patchwork that does not extend beyond the surface. Can we do better? Yes. BrainsFirst successfully introduced a new talent measurement tool that looks under the hood to find deep skills. The ability to find atypical talent increased significantly. And that’s only the beginning. “We’re going for Zero Talent Waste.”

In 2018, brain scientist Dr. Ilja Sligte noticed that the selection criteria that Air Traffic Control Netherlands (LVNL) had set up did not lead to the desired number of suitable new recruits per year. On behalf of the scaleup BrainsFirst, which he co-founded, Sligte proposed looking for talent differently. 

It was time to find ways to break through this talent jam. “Together with LVNL, we are now primarily looking at deeper lying issues skills, at brain level. That produces surprising matches that are independent of CV, education, grade list, or interests.”

This deep skills method is about recognizing very concrete, underlying skills that serve as the basis for acquiring knowledge and skills. Every brain is completely unique. “If you are naturally good at recognizing patterns and can work both quickly and accurately, you will acquire certain skills that come with a profession such as financial controller, first aid doctor, or software tester. We map brains and match them with jobs,” says BrainsFirst founder Eric Castien. “Talent is largely invisible and hard to catch. Normally we only see the tip of the iceberg, but if we start to look under water as it were, we suddenly see hidden matches.”

From Messi to Maintenance Engineer

Six years of scientific research into the link between brain and job brought Castien and his brain partners Ilja Sligte and Andries van der Leij along various talent incubators. From the KNVB Campus in Zeist via office staff at the Municipality of Rotterdam, option traders at IMC, lawyers at the Zuidas, programmers in the Utrecht region, and doctors-in-training at Amsterdam UMC. 

Neuroscientist Sligte: “Any role or job demands something specific from the brain. If you look at supply and demand on the labor market, then the jars fit and lids less and less. With congestion in almost every sector as a result. Why? Employers try cramming squares into round holes with all their might. We are able to look at deep skills and in this way accelerate the stalled talent matching. Whether it’s top football, engineering, finance, healthcare or IT: look primarily for the match between brain potential and job profile.”

Mission #zerotalentwaste: EU Framework as a Cross-Border Basis

Labor market experts have recently referred to the ‘skills-based approach’ as a panacea for the labor market frictions. Sligte: “This refinement of profession or function into a cluster of skills is a good one step. Where it still pinches is how do you manage to remove subjectivity and bias from all those words? Agility, learning ability, attention, problem-solving ability: how do you quantify them and make every talent count, literally?  By measuring brain functions and expressing them in numbers, we succeed much better than traditional methods. This provides a robust, sustainable basis for subsequent matching. Because our work is based on the European framework for Skills, Competencies, and Occupations (ESCO) we have linked to brain types. That means it is finally possible for employers to go underwater and recognize what they are now looking for above water. This way you prevent the structural wasting of talent. I expect that hundreds of thousands of talents will be matched in this way in the coming years. ”

Geplaatst: 19 Jan, 2023

Attention Please!

Do I have your attention? Great! Then let me tell you something about attention and how measuring it can provide insights into someone’s performance at work. Nowadays our attention is often tested to its limits as we are continuously bombarded with massive amounts of information. Finding the right information sometimes seems like finding a needle in a haystack. However, we “humans” are very good at discerning the relevant from the irrelevant and are able to complete tasks that at first sight seem impossible just by paying attention. But what is attention anyway?

What is Attention?

You can think of attention as a spotlight. A spotlight that only shines its light on the things that you are focusing on at that moment. But attention is not just about anchoring your focus on one particular thing, it is also involved in suppressing competing information and affects our perception of all stimuli surrounding us. While you are reading this, there are numerous sights, sounds, and sensations going on around you. The pressure of your feet against the floor, the sight of the street from a nearby window, the soft warmth of your shirt, the memory of a conversation you had earlier with a friend. All these factors compete for our attention but only the most relevant parts reach our awareness.

The Multitasking Myth

Attention is limited. Still, we like to convince ourselves (and others) that we are multitasking heroes. That we can drive, text, and fix our makeup while looking in the rearview mirror all at the same time. Previous research has shown that multitasking doesn’t really exist and is just a rapid attention-switching technique. Some people will be better at this than others but multitasking always results in lower efficiency at higher energy costs. Since attention is a limited resource, we have to be selective about what we decide to focus on and what to ignore.

How Attentional Performance Contributes at the Workplace

So what does your attention performance tell about how you function in a work setting? Attention is an important building block for abilities like decision-making, operational speed, accuracy, perseverance, and self-reflection. People who score high on attentional tasks are more likely to act fast and precise in situations where a lot of information is available, are able to maintain constant production levels for long periods of time, and are relatively good at estimating which behavior is appropriate in any given situation. When someone scores low on attention this could result in up to 20% lower productivity on the job. For this attention can be seen as an important factor when determining if someone is suitable for a particular job.

Jobs that Require a High Level of Attention

Especially work environments with a lot of different types of information require someone with a high level of attention. Attention is needed to make sure that all information is noted and processed properly. For example, in case of an air traffic controller, it’s essential to possess an exceptional level of attentional skills taking flight routes, different airplanes, and multiple runways into consideration at the same time. The smallest error could result in dramatic consequences. Besides air traffic controllers, police officers should also possess good attentional skills. The smallest details in a case could be essential in finding a perpetrator, indicating signs of domestic violence, or determining if someone is dangerous or not. These are both very important jobs that depend on superior attentional skills which could make the difference between life and death.

“You Know my Methods, Watson”

Sherlock Holmes is a fictional detective from the stories of the late 19th century and early 20th century, created by the writer and physician Sir Arthur Conan Doyle. Sherlock Holmes’ character has become one of the most famous characters in the world. Holmes is best known for his intelligence and his ability to deduce important conclusions from small, often seemingly unimportant clues. Because of his extraordinary detective skills, we assume that, although Holmes is a fictional character, his level of attentional skills should have been extremely good, taking into consideration that he was able to pay attention to every clue no matter how small or meaningless it seemed to others.

Geplaatst:

Anticipation: The Only Real Time Machine!

We are all time travelers. Each day, we make thousands of short trips into the future. Not physically as with the DeLorean from back to the future, but within our minds in a time machine called anticipation. But how does this anticipation time-traveling machine really help us in our daily life activities?

What is Anticipation?

Anticipation is the process of imaginative speculation about the future that is based on information arising in your field of attention. When we cross a busy road, we anticipate the future movements and actions of everybody around us. We base our own movements on this short time-traveling process. Anticipation comes in many different shapes. The simplest distinction is between explicit and implicit anticipation. Explicit anticipations are those of which you are aware and conscious about. They may be used as synonyms for predictions or expectations. For example, explicit anticipation is used when you plan ahead on a project or at the beginning of your day. Implicit anticipations, by contrast, work below the threshold of consciousness and are active within the brain without you being aware of them like crossing the road. You often are not aware of all the things you take into consideration before making the first step to the other side, Without being conscious about it, in your head you continuously make a future image of the situation around you taking things into consideration like the speed of cars, traffic lights and your own speed in space and time! Your implicit anticipation skills prepare you for all possible future events even the ones that you don’t expect.

Keep the Stress Up!

Our anticipation skills are important building blocks for behavioral expressions, which include: stress resilience, perseverance, goal-oriented acting, and working in a planned and systematic way. For example, planning ahead and accounting for all possible outcomes enables you to choose the best options (explicit anticipation). People who are adept in anticipatory thinking are better at assessing how to act in many different situations and keep their performance up under complication and stress. You often see that people with good anticipation skills perform even better under pressure and in stressful environments compared to workplaces where their anticipation capacities are not tested to their limits!

When the Roof is on Fire

People with high levels of anticipation skills will be most likely to thrive best in environments that require a lot of switching between activities, tasks, and different types of information. For example, firefighters depend on their anticipation skills during their work. The moment a firefighter enters a burning building, the safety of a firefighter (and often the safety of others) depend on his or her ability to anticipate unexpected events. For example, a collapsing roof or an explosion could always happen and a firefighter must be prepared. In the heat of the moment, one’s level of anticipation can make the difference between life and death.

Anticipation and the Non-Flying Dutchman

When thinking about a role model of someone who possesses some exceptionally good anticipation skills, the first person that popped into my mind was the Dutch soccer player, Dennis Bergkamp. Dennis Bergkamp, known for his fear of flying, which even caused him to miss some of the most important matches in his career, owned his true fame to his exceptional soccer skills. Mainly, because of the fact that he never had to react to the actions of his teammates. On the contrary, he was always already at the right place at the right time and always knew where the ball and his teammates would go before they did. This ability can only be assigned to anticipation skills of the highest level!

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Are You in Control?

“This summer will be my summer” is what you told yourself after the December feeding frenzies. Now it’s the New Year and you are making the resolution to get in shape and achieve the perfect summer body. One that is suitable for long parades on the beach and breathtaking for all your admirers. But after a few weeks of hard work in the gym and watching your diet, you can literally hear that red velvet cake in the bakery shop window screaming your name. Which leaves us with the following question “are you really in control of your own actions?”. Find out by measuring cognitive control. In this blog, you read everything about cognitive control and how it relates to our daily lives and work performance.

“This summer will be my summer!”

Sorry, what do You Mean by Cognitive Control?

Cognitive control allows our mind to override impulses. It helps us make thoughtful decisions based on our goals rather than our habits. It’s what allows us to select a certain behavior that is accepted as appropriate and reject inappropriate behavior. It also clarifies our long-term goals and purposes, which helps us to adjust our behavior to reach these goals. Our inhibition abilities are the brakes of our cognitive control system. They enable us to avoid doing certain behaviors and allow us to consider our actions instead of reacting on impulse. Cognitive control is at the center of our self-awareness. This is our highest level of consciousness and a main building block of our willpower.

Cognitive Control at Work

Our cognitive control underlies important behavioral expressions like agility, improvisation, patience, self-control, and work pace. Cognitive control is of great importance on the work floor. It becomes especially important for jobs where important decisions must be made in short amounts of time. It also is of great importance for jobs where you have to deliver constant, precise, and high-quality work. Our cognitive control skills underlie our abilities to remain “zen” at the workplace. As the name already suggests, it enables us to be in control of the situation!

Brain Chef

We are all familiar with those television shows that test inexperienced chefs to their limits like “Top chef” or “Master chef”. The best chefs in the world are heavily dependent on their cognitive control mechanisms. They have to continuously adapt their work pace to the occupation of the restaurant and the desires of the guests. Besides that, they have to account for a lot of information at once and make numerous decisions based on their product properties. When something goes wrong, they have to improvise last minute to save the dish. Information concerning the preparation, cooking time, and locations of different tables, have to be linked together and fast decisions have to be made constantly. Therefore, chefs and many other jobs in gastronomy require particularly good cognitive control performance!

Hole in One, or Set Point?

Two famous people that we expect to have extraordinary cognitive control skills are Tiger Woods (*at the peak of his career) and Rodger Federer. Both players ooze class and are able to adjust their movements until the very last moment. For example, Tiger Woods was aware of his movements every second during his golf competitions and could adjust or stop his swing until the very last moment. Like Tiger Woods, you can observe how Rodger Federer is in total control of his actions. He really knows what he’s doing, why he’s doing it, and when to do it. All without even thinking about it!

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Win the War for Talent: How Recruiters Can See More by Looking Differently

The Netherlands is full of talent. Whether or not effectively schooled. Nevertheless, alarming reports weekly appear in the media that point to the scarcity of talent in the labor market. The ominous concept of war for talent has still not been reduced to a cease-fire. There is no lack of suggested directions for the solution. However, it goes wrong in the execution. Successful redistribution of talent on the labor market stands or falls by accepting a generally accepted talent currency.

“If you don’t recognize what you are looking for, you will never find it”

The numbers don’t lie. According to the UWV, no fewer than 140 professions in the Netherlands have serious shortages. In addition to the well-known problem sectors such as IT, healthcare, and education, the number of positions that are difficult to fill in the legal sector and in the government is increasing at the same rate for the first time in years. The real problem? The basic principles of job matchmaking as we know it are under attack.

You Don’t Win the War for Talent with Outdated Armor Equipment

The toolbox for quantifying and qualifying talent dates from the last century. The weapons used by the majority of recruitment departments in the war for talent are intelligence tests, personality questionnaires, interviews, and CVs. Sometimes supplemented by a reference check or, in the case of internal mobility, job evaluations. The 3 shortcomings of that toolkit are of great concern: high level of subjectivity, lack of context, and focus on the past (and therefore a lousy predictor of the future).

It is precisely in the talent twenties that performance in previous functions and roles of yesterday no longer provides a basis for performance in the future. The toolkit to qualify talent must be overhauled. There’s the rub. In the year 2020 the assessment industry supplies either casual-looking games or role-playing games based on VR technology; it is almost always old HR wine in new bottles. The form is modern, but the underlying basic principles are still outdated. And therefore no longer sufficient. Result? The massive unutilization of potential valuable matches in the labor market.

The Non-Hire that has Cost Facebook Billions

Not only traditional companies are guilty of using assessment methods and recruitment tools from the last century. The inability of Facebook’s talent acquisition department to recognize atypical talent led to the rejection of both Brian Acton and Jan Koum. The CVs and interviewing skills of this largely autodidactic duo did not pass the extremely expensive talent test of the social media giant in 2007. Both IT professionals took sweet revenge 6 years after their application rejection by selling their mobile messaging platform Whatsapp to Facebook for almost $20 billion.

Win the War for Walent

Due to extensive automation, the irreversible breakthrough of AI, and digital transformation, the traditional function house is under pressure in every organization. Tasks are increasingly lapsing, traditional functions are changing, the required knowledge changes and distinguished skills are no longer necessary. Once an accountant, always an accountant? That time has passed. By continuing to do what you did, you get what you got: a huge waste of talent.

Every self-respecting HR professional knows that the expiry date of the traditional recruitment toolkit is behind us. The recruitment system is leaky and needs a structural fix. If you are no longer able to detect new talent with the glasses that you previously put on, then you have to literally and figuratively adjust your vision of talent – or have it adjusted. The war for talent requires other weapons and the adjustment of your search scope.

It sounds so simple. Discover other talent pools. Go for untapped potential. The problem – overfished pools – and the cause – labor market shortage – have long been crystal clear. The solutions – selected differently – are presented at the “eat healthier” level. The why, what, and when is named. The how not, and that makes the difference between a failing and successful recruitment strategy.

Look Differently and Discover Talent at its Natural Source

The key to a balanced labor market is all in our heads. Quite literally. If achievements from the past, school grades from years ago or tests that measure the now but not measure the future, cannot tell you whether a talent will deliver the performance you desire in a certain context, you will have to dig deeper. That means that you have to look for the underlying human performance processors at brain level. The building blocks of behavior and therefore of performance in the workplace. Voila: brain functions. An objective, accurate blueprint of a person’s neuro-cognitive abilities provides a reliable indication of, among other things, thinking capacity, thinking style, thinking speed, attention, planning, control & anticipation. This gives you insight into the potential and you can look at pure talent beneath the layer of knowledge and skills. You will find out by using a brain-based assessment.

The advantage for recruiters? Only in this way can you give a person who does not yet have the required (prior) knowledge or skills a fair chance in the application process. This “look under the hood” allows you as an HR professional to recognize atypical talent. Talents who are rejected elsewhere, get the opportunity they deserve at your organization. By looking at talent like this, you give yourself access to countless talent pools that previously seemed incomprehensible. You assess your workforce of the future primarily on growth potential. Now you know the how. How you can see more by looking differently.

Start Today and See More

Do you want to win the war for talent and are you open to looking at talents differently? Please contact us, we will be happy to discuss this with you.