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Lindsay Colitses
Lindsay Colitses of Windridge Consulting helps organizations in candidate selection and professional development - hiring and assessment.
Interests: working with both hiring managers and/or recruiters in the pursuit of making smart hiring decisions is a challenging pleasure. helping hr professional
Recent Activity
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It’s always great to know you have good people within your company and a strong pool of qualified individuals coming up through the ranks. Given the opportunity these people can, and will, comfortably move into leadership positions as the years... Continue reading
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When I saw an article on Entrepreneur’s website titled The Personality Trait That Most Often Predicts Success I was naturally curious. After all, the bulk of my work centers on behaviors or what some call, personality traits. So what was... Continue reading
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A very important distinction I make when using behavioral assessments within companies is the difference between external candidates (those being considered for positions) versus internal personnel (those already employed). It’s really pretty simple: When working around hiring decisions using behavior... Continue reading
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One question I am asked from time to time is, “How do we use behavioral assessments in a way that integrates well into our hiring and succession management decisions?” I think the most important thing when making hiring and succession... Continue reading
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"Talent without discipline is like an octopus on roller skates. There's plenty of movement, but you never know if it's going to be forward, backwards, or sideways. " —Writer, H. Jackson Brown, Jr. What is the divider between equally talented... Continue reading
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Behavioral assessments are a serious business as we are dealing with sometimes difficult hiring decisions and / or professional development practices that affect or influence everyone we lead. And so occasionally, I find it refreshing to tap into a sense... Continue reading
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It is easy to wonder, what benefits as an organization (or as a manager) are we going to receive from using behavioral assessments in our employee / leadership development programs? Below are six good reasons why behavioral assessments and the... Continue reading
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Using assessments in your hiring process provides the opportunity to ferret out more information than you will typically uncover during the interview process. I thought it might be helpful to give you an example of what feedback around assessment results... Continue reading
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You absolutely must have the discipline not to hire until you find the right people. – Jim Collins One of the phrases I always use when reviewing assessment results with clients who are making hiring decisions is, “… If everything... Continue reading
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Many times clients ask, besides our hiring decisions, how else and where else we can use assessment feedback? First and foremost remember: Assessments = Information Information = Knowledge Knowledge = Smarter Hiring and Employee Development Decisions Here are a few... Continue reading
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I read this a few days ago in response to an inquiry about 360 surveys and best uses. Wendell Williams' Ph.D.response is so right on, I decided to share it here. 360 surveys can be helpful tools if used correctly...... Continue reading
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My hope for this post is that you will begin to think about assessment use past the initial hiring decision, realizing there is a world of helpful information to be gained by using assessments throughout the life cycle of your... Continue reading
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Management, especially front-line management, can affect turnover more than any other system. If your organization suffers from high turnover, then the first place to look is at your front-line management. Key Management Skills Front-line management jobs come in all shapes... Continue reading
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Because of some great questions on a recent post I did on assessments, and because a logical response would take a lot of space, I decided to simply write another post. The question that popped out at me was an... Continue reading
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“We all know who we would put on our own professional reference list – it would be those who would only say good things about us – we would never list someone (as a reference) with whom we had had... Continue reading
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Personality assessments are typically broken into three distinct categories: Styles: A manner of doing something. Types: A category of people or things having common characteristics. Behaviors: The way in which one acts or conducts oneself, especially toward other people or... Continue reading
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Everyone seems to have their own preferred method of succession planning / succession management strategies. The most important thing to remember, no matter what "method" you use, is that succession planning is to identify who is ready now to move... Continue reading
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Simple steps to help you manage your currrent workforce: 1. Assess current employees. 2. Identify any gaps in behavior and performance. 3. Coach/train where needed. Continue reading
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Ambition, the internal drive and action-oriented behavior that sets those who achieve—and those who do not—apart. In the Winslow Behavioral Assessment we actually identify and measure a person’s career drive, tenacity, respect for management, and the desire or willingness to... Continue reading
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It is important when using behavioral or personality assessments for hiring or “positioning of people” that the filter you use to measure refects the “actual work being performed,” not simply the title of the position. For example, there are many... Continue reading
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What are you going to do if one of your strong leaders decides (for whatever reason) to leave your company? How prepared are you to fill his / her shoes with either someone you’ve been bringing up through the ranks... Continue reading
Helpful infograph from N2Growth - If you need help with Executive Search feel free to contact me - I have some highly skilled executive search firms I work with! Continue reading
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I absolutely love the work I do around hiring and placement of behaviorally fit individuals. You know, the people who come into your organization and hit the ground running with little-to-no “surprises” in their personality. And I so appreciate the... Continue reading
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Stop for a moment and think about the people you work with. Now take another moment and think about the people you are bringing in to your organization. Are their interpersonal behaviors an asset or a liability to your workforce?... Continue reading
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Balance is the name of the game when it comes to candidate selection and knowing when and how to combine assessment results, with reference feedback, with how to interview, and how to tap into intuition is no simple task. Combining... Continue reading