Dan Harrison, Ph.D. Organizational Psychology and originator of Harrison Parodox Technology.
He has 30 years of experience in Organizational Psychology and Assessment and has developed tools for employee engagement and retention, recruitment, leadership development, behavioral competency development, and succession planning.
Dr. Harrison is the CEO Harisson is the CEO Harrison Assessments, a world-wide organization with approximately 1000 consultants who implement Harrison Talent Solutions.
Organizations are continually challenged to identify ways to increase employee engagement. While changes in benefits, rewards, and compensation are often considered the best solution, engagement results seldom reflect significant improvement. Thus, the problem persists and organizations are not achieving their potential for enhanced engagement.
Harrison Assessment's Engagement & Retention Analysis provides you with actionable data, based on leading indicators of employee expectations, to plan and align optimal strategies that will motivate employees at the individual, groupand organization levels.
Practical: Discussions, Q&A, Case Studies
Business leaders, Department Heads, HR leaders, Learning & Development Leaders
Charles May - Managing Partner of Harrison Assessments International LTD and Author of “Are You VUCA Ready?”
Charles has a varied International business background covering Sales & Marketing, Project Management and HR ranging from Recruitment to training and development with senior management. His ability to communicate effectively and adopt a structured approach led him into management training in areas of appraisal, conflict management, performance management and leadership.
Harrison Assessments award winning solutions exceed the results of other talent management methods and personality tests by aligning people's qualifications and passions with company-specific jobs. Harrison Assessment’s unique Paradox Technology™ identifies employees and applicants who are three times more likely to achieve business results. Save up to 70% administration time with our talent acquisition and succession planning solutions. Engage and retain top talent and build high performing teams with our unique employee development and employee engagement tools.
Interactive discussions, Receive a complimentary assessment link and discovery session worth $375.
By completing this 20 minutes online assessment, you will get the opportunity to know your traits, interests, work preferences and engagement factors. Receive a 360-degree evolution of yourself-understand your stress factors, the unknown factors that change your behavior under stress, find out how people see you in a non-subjective manner, and more
Are you VUCA ready?
What does VUCA stand for?
The “V” in the VUCA acronym stands for volatility. It means the nature, speed, volume, and magnitude of change that is not in a predictable pattern (Sullivan, 2012 January 16). Volatility is turbulence, a phenomenon that is occurring more frequently than in the past.
The “U” in the VUCA acronym stands for uncertainty, or the lack of predictability in issues and events (Kinsinger & Walch, 2012). These volatile times make it difficult for leaders to use past issues and events as predictors of future outcomes, making forecasting extremely difficult and decision-making challenging (Sullivan, 2012 January 16).
The “C” in VUCA stands for complexity. As HR thought leader John Sullivan notes (2012 January 16), there are often numerous and difficult-to-understand causes and mitigating factors (both inside and outside the organization) involved in a problem. This layer of complexity, added to the turbulence of change and the absence of past predictors, adds to the difficulty of decision making. It also leads to confusion, which can cause ambiguity, the last letter in the acronym.
The “A” means ambiguity or the lack of clarity about the meaning of an event (Caron, 2009). As Sullivan writes, the “causes and the ‘who, what, where, how, and why’ behind the things that are happening (that) are unclear and hard to ascertain.” (2012 January 16). Col. Eric G. Kail defines ambiguity in the VUCA model as the “inability to accurately conceptualize threats and opportunities before they become lethal.”
Charles May, using competency based assessment technology, developed the VUCA profile to identify talent and development needs. Participants will be requested to complete a 20 min. online assessment (Harrison Assessment) prior to the event day, to receive their individual VUCA Profile during the workshop.
The VUCA Profile will reflect the individual's tendency to skillfully face discord or strife, and the interpersonal skills necessary to deal with it effectively
If you are among the many strategic leaders frustrated with your inability to anticipate and handle the volatility and the speed of change in the talent management environment, you should take a few minutes to understand VUCA. VUCA best describes the volatile and chaotic business, economic, and physical environment that we all now face. Many in talent management have been hoping that this chaos is a short-term phenomenon, but it is a permanent condition that we must all learn how to manage under.
The Enneagram is a beacon of enlightenment on the journey towards self-development, relationship building, conflict resolution and the improvement of team dynamics.
Designed to open a pathway to self-discovery by offering insight into core personality traits, rather than pigeonholing individuals, The Enneagram delves deeper into the core motivations, defense mechanisms and fears of individuals. These are often at the unconscious layers of our personality structure.
The original Enneagram has deep spiritual roots however it is important to note the modern application of the Enneagram of personality is strongly informed by modern applications of psychology. The psychodynamic approach includes all the theories in psychology that see human functioning as based on the interaction of drives and other motivations.
For details on the Enneagram Accreditation Course Click Here
Research from the Hay Group finds that companies with highly engaged people outperform firms with the most disengaged folks—by 54% in employee retention, 89% in customer satisfaction, and 400% in revenue growth. It’s no wonder that HR Directors and CEO’s from around the world agree that employee engagement is of critical importance.
To engage a multi-culturally, diverse global community like Dubai, it is essential to honor the diversity of the workplace, to allow employees to be there authentic selves and to recognize the value that each employee brings to the team.
In this one-day, two-speaker event HR Managers, Directors and workplace leaders will learn the tools necessary to truly engage a diverse workforce leading to higher productivity, greater team performance and a happier, healthy workplace.
Scott Friedman, CSP, and former President of the National Speakers Association (NSA), is an internationally sought after speaker and author. As a motivational humorist, Scott’s main area of expertise is employee innovation, customer experience and using humor/celebration as a strategic tool.
In addition to being the CCO- Chief Celebration Officer at Friedman & Associates, Scott has written “Celebrate- Lessons Learned from the World’s Most Admired Organizations,” “Happily Ever Laughter - How to Engage Any Audience,” and “Using Humor For A Change.” He is also the co-author of four additional books.
Raju Mandhyan is an Author, Coach and Learning Facilitator. He is a long-time resident of the Philippines and has been trained under the American Management Association and is a devout practitioner of NLP, Appreciative Inquiry and Whole-Brain Thinking.
He has been a learning facilitator for over 15 years now and in the last five years has trained and coached over 500 (one-one-one) global executives from Proctor and Gamble, Tupperware, Microsoft, Nomura, Pearson Publications, Emerson etc,. who move and lead teams across the Asian-Pacific.