Today we find ourselves in the era of “continuous change” and for this reason being able to measure the knowledge (hard skills) but above all the skills (soft skills) of its employees becomes essential for business success. All this becomes even more important when facing a generational change, where the incoming generation has the duty to build and lead a team to support the future of the company.
The project with “Time to Mind” supported Plastex precisely in this objective: first of all allowing to identify the abilities of its employees through personalized online Assessments, and then focusing on those strategic skills such as “Problem solving”, “Determination” and ” Initiative “for which there was a need to deepen and improve. Thanks to the various statistics processed on the basis of the online Assessments, the company’s management was able to organize in-depth sessions and therefore to direct its employees to growth and development paths; all this has generated a strong degree of participation and therefore a sense of belonging to an innovative and dynamic project for the future of the company. As a last and no less important result, the company has reduced the high degree of corporate turnover and has been able to identify organizational gaps that have led to the hiring of key figures within the staff.
Refarmed Chemicals Ltd – One of the paradoxes that I have come to after 40 years of working is that it is better to be an idiot who knows he is, rather than a genius who believes he is an idiot.
Awareness of one’s skills and role in an organization is a value in itself, regardless of how relevant these skills are.
Self-knowledge / awareness; the rest is child’s play.
The method of analysis proposed by the Time to Mind online assessment has the unique feature of not ruining the intimacy between the examiner (me) and the examiner (always me). The vortex of questions and answers depersonalizes you and manages to exclude your ego from the analysis that your mind is operating on YOUR way of working.
In the end, you will read a report on which you will look for some justification, you will try to defend yourself a little, you will recall some “generic mitigating circumstances”; maybe the light was out of focus, but, you know it too, your smile, admit it, can become more captivating.
Here is the lock: we have improved the level of knowledge of our professional capacity. This in itself is an absolute, enormous value. Do we now want to leverage the points that can be improved?
Well, here it depends on many variables such as:
– are they in an organization that favors growth processes?
– am I in a phase of my life for which professional growth is a priority?
But, as they say, the important thing is not the destination, the important thing is the journey, and that of “Time to Mind” is worth the price of the ticket.
The online assessment project of the soft skills of ViViBanca staff (from new hires to the managers of the various company functions) has made it possible to introduce a new” training “tool which, leaving the typical binary of teacher / learner duality, has colleagues at the center of a self-training session.
Having already used Time to Mind, as a support to the selection process, the idea was born of identifying the strengths and areas for improvement of the Bank – in terms of soft skills – through a general assessment of all Group resources. to follow up on targeted follow-ups.
In particular, the use of four customized online Assessment profiles of the Time to Mind platform allowed us:
– to carry out a detailed analysis focusing on the individual resource and the individual capacity, understanding the goodness of the overall picture and allowing us to identify overall areas that are not consistent with the vision of our institute;
– to have a third, non-self-referential vision of the corporate culture which, despite being a success factor of the Bank, if not perceived and governed, can evolve into a series of barriers towards resources with different skills than the dominant ones;
– or have a system that is easy to apply and administer. Given the large number of projects to manage, having a “plug and play” solution that is easy to use and read for fast project management has certainly been one of Time to Mind’s assets.
Operating in a highly competitive context, such as the financial one, knowing how to develop and maintain Human Assets is a primary objective of our Bank.
This is why we decided to change the paradigm of our approach: using an analogy rather than continuing to invest only in seeds, we asked ourselves about the characteristics of the field on which we want to sow.
This is why we are looking for paths and tools that allow us to better understand and evaluate the characteristics of our resources in order to better measure and direct future training interventions, certain that in this way we will be able to reap better results”.
As an Executive Sustainability Coach, I am in charge of facilitating the creation of awareness among the corporate boards on the subject of sustainability, to make corporate strategies evolve in the direction of ecological transition and in line with the UN 2030 Agenda.
The “Time to mind” assessments allowed me to highlight the strengths and opportunities for improving my professionalism, with granular detail. The platform is as simple to use as it is powerful and full of different perspectives with which to examine your skills in depth. The reporting offers a systemic framework in which the elements to be strengthened are highlighted, also in the relationship between the different areas.
Thanks to this analysis, it was possible for me to invest my resources in a targeted way in improving the points highlighted and to improve my performance in terms of satisfaction of my customers and, equally important, of inner satisfaction.
“Time to Mind” is a highly effective tool for professional and personal development.
I approached the world of Assessment through the university course of Professor Gian Carlo Cocco, intrigued by this method of assessing human capital, which is still little known in Italy.
An all-round methodology but very clear and direct in purpose.
Thanks to the “Time to Mind” platform, in collaboration with the “Un Ponte sul Futuro” platform, I was able to experiment with the online questionnaire and touch the truthfulness of this tool.
A questionnaire, I repeat, and not an aptitude or psychometric test.
And this is because the Assessment has no interest in digging and extrapolating the psyche or character inclination of an individual, but rather in understanding how the latter knows how to use their skills in the professional work context.
In short, how does he know how to use the so-called “soft skills”.
In my case, the Assessment was specific and aimed at the category of young people, whose questionnaire turned its interest to 7 of the 23 skills recognized by neuroscience for the professional figure.
I approached the Assessment with a spirit of curiosity and challenge in measuring myself with this evaluation tool, and what paradoxically surprised me most was seeing the final report once the questionnaires were completed.
Despite a residual but sincere distrust, also given by the evaluation method which took place substantially online and not live, I was able to see how much the report had definitely hit the mark in tracing my profile with respect to the various situations and dynamics inherent to the proposed working world.
Profile in which I not only found myself extensively looking back at my little previous work experiences, but which, thanks to the related “essential guides”, gave me useful ideas to improve and refine the skills I felt the need to improve.
In particular, I found three skills among those analyzed, namely: “Results Orientation”, “Negotiation”, “Conflict Management”, preparatory for the figure of a young person approaching the world of work.
I believe the first ability is the one closest to the entrepreneurial mentality, and therefore also the one that, generically, a young person at the beginning finds himself more without it and that therefore needs attention and strengthened.
The second and third skills go hand in hand, as the young person who enters the world of work will undoubtedly have to relate to much more experienced people, with much more experience or simply daughters of a generation other than their own.
Having the ability to negotiate, understanding what is therefore the most profitable way to interact with the specific person in front of you in order to arrive at a common point, as well as learn what are the most appropriate ways to manage yourself in the face of potential circumstances of relational conflict, I believe they are fundamental pillars for the successful entry and permanence of a young professional
In addition to the aforementioned behavioral questionnaire, I was also able to carry out a “Self-Assessment” questionnaire, the aim of which is to highlight the learning style and personal propensity with respect to semantic fields not strictly connected to the professional world alone, but which they also integrated other contexts related to mental activity such as music, sensory and body-kinesthetic predisposition, linguistic and mathematical inclination, etc.
Here too it was possible to download a final report, interesting to better observe one’s style of approach in the face of certain types of external stimuli compared to one’s way of being.
In conclusion, what I feel I can affirm and advise, not only to young people but also to professionals already well rooted in the working world, is to try with their own hand the functionality, effectiveness and usefulness of this opportunity of ” Online assessment, in order to expand professional self-awareness and to have the opportunity to increase one’s production results in one’s own working reality.
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ENTER and try for free
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