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Team diagnosis

Team members have their own individual values and drivers that guide self-focus and priorities. When a majority of team members share the same value, the team bonds more easily. Values form the basis for team norms, culture, and decision making. Culture is the sum of what we are drawn towards and value; the bias that values give our decisions and preferences powerfully influence those around us. Over time, we create norms and standards that accrue into a culture.

Robert Hogan proposed that shared group values (termed value anchors) create internal climate. Researches confirm the link between senior leadership team values and organizational culture.

Shared team values have three main impacts on the team:

  • Makes working in the team more enjoyable and cohesive.
  • Contributes to greater team efficiency and effectiveness.
  • Helps to stabilize the team and reduce team turnover.

When team values are in line with business strategy and objectives, a high degree of fit will be observed for the team.

 

  • Team diagnosis - HART ConsultingTeam diagnosis - HART Consulting
Testimonials
(Ramon Grigorescu, Siemens)
Eu sunt un psiholog organizational, angajat ca Recruitment & Development Manager in departamentul CP al Siemens Romania si, in ceea ce priveste utilizarea evaluarilor Hogan, pot spune ca am folosit Hogan Assessment Systems din 2008, si anume HPI, HDS, MVPI si integrat sistemul Hogan, ca parte a evaluarii noastre standard inainte de promovare pentru pozitii de top management si specialisti
Stefana Spatacean, Royal Bank of Scotland
We have collaborated over the years with HART Consulting team in implementing several assessment centers for development purpose for both teams in the retail and in corporate areas. Consultant’s flexibility, attention to detail, professional manner by who reported each project, makes HART Consulting team a reliable partner. We warmly recommend HART team to support the evaluation and
Mihaela Flamaropol, Raiffeisen Bank
In our company we use assessment Hogan instruments almost a year now, and we used it for both our colleagues proposed for promotion as well as external candidates for managerial positions. It has been established a correlation between the bank and the competence scales of HPI and HDS assessment tools, the profile of the person assessed has been observed and thus it were identified the areas for
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