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Emotional Intelligence Training and Accreditation – Book your place now

What is Emotional Intelligence?

A set of emotional and social skills that influence the way we perceive and express ourselves, develop and maintain social relationships, cope with challenges and use emotional information in an effective and meaningful way.


Why the EQ-i 2.0?

The EQ-i 2.0 allows us to measure emotional intelligence and how it can impact people and the workplace.

Whilst emotional intelligence isn’t the sole predictor of human performance and development potential, it is proven to be a key indicator. Emotional intelligence is not a static factor and can therefore be developed over time.

Please click the link for more information EQ-i 2.0 Training

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A Short Guide to Competency Frameworks

Why do I need a Competency Framework?

‘Competency framework’ is one of those HR terms that are thrown around organisations as a ‘must have’ but rarely do organisations have frameworks that are well designed and fit for purpose. Unfortunately, a series of well-formulated competency frameworks are the backbone of any talent management strategy.

Why? Because a competency framework marries your organisational goals, values and purpose, to the training and development needs of your employees. This means a series of well-designed competency frameworks also helps to increase engagement and motivation and, in turn, fosters innovation and creativity in your organisation.

What is a competency framework?

In its purest form, a competency framework details the behaviours and skills a person requires to operate in that organisation or, in a particular role.

A competency framework is not a job description. Although a job description contains a basic list of skills, knowledge and abilities required for that role, it does not describe the specific skills and behaviours needed to succeed at that organisation or in a specific position.

What does a competency framework look like?

Any competency framework usually consists of somewhere between 6 and 12 behaviours for each enterprise or role. For each of the behaviours, levels of competence are established to show what is required to be deemed poor, proficient or excellent in that area of expertise.

It is usual to have 3-5 levels of behaviour for each behaviour or skill, ranging from poor to excellent. As part of a performance management process, people are measured against each of the competencies to show how well they are performing in that role. If a person excels in the behaviours and skills required for that position, they would likely be considered for promotion to the next level.

How do we establish behaviours?

Behaviours are discovered by performing in-depth research into the organisation. This research and analysis assesses how the organisation currently operates and what it wants to achieve in the future. Technical experts in the field usually perform the research and analysis.

Why use technical experts?

Competency behaviour statements for each level need to be based on observable behavior. They need to be measurable and they should be aligned with the goals of the organisation and the appropriate team or department. They also need to be free of industry jargon and written in a way that allows people to understand the different levels of behaviour required to meet each stage of performance.

Getting these statements right is an exact science and occupational psychology consultants are experts in designing this efficiently and effectively to meet your organisation’s needs.

Hiring an outside consultant to design the frameworks for you can ensure that:

  • You gain an unbiased view of your organisation and what approaches will work best within it.
  • You can ensure that your employees are being fairly tested for their ability to achieve against the behaviours. Unclear behavior descriptions could lead someone to miss out on a deserved promotion or be incorrectly performance managed for their behaviour.
  • Having the right people recruited and selected for the right roles lowers your recruitment costs.

Occupational Psychologists at Psyence are trained in best practice processes for competency framework design and have designed and implemented frameworks across various industries and organisations.

Our consultant understand talent strategies and provide a non-biased viewpoint about what will work best in your organisation. To find out how Psyence can help your company please contact us for more information.

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The Importance of Evidence Based Analysis

Every organisation has a unique culture defined by its processes, systems, rules, regulations, structure, physical environment and of course, its people. Within that culture, each individual has different skills, backgrounds, learning needs and knowledge. All of these factors result in very specific recruitment needs for every organisation.

Consider a hiring manager who has spent many years recruiting finance professionals for a top Bank; would you expect this hiring manager to use the same methods to hire a graduate for a utilities company?

When Recruitment Goes Wrong

Unfortunately, many hiring managers move from one organisation to the next taking their ‘tried and trusted’ methods of selection with them. This often results in inappropriate hires that do not meet the business needs, and bad hires cost the organisation, both emotionally and financially. From a financial perspective hiring mistakes result in obvious losses. According to the CIPD costs to fill a vacancy are roughly in the region of £4,000 and £8,000, rising to between £9,000 and £10,000 for senior management. When these decisions go wrong that cost can inevitably double.

From an emotional perspective there are additional costs too. These include reduced motivation and engagement from those left behind after bad hires leave unfinished work and inevitable errors, as well as negative impacts on team morale.

What is the Solution?

With such uneven playing fields when it comes to recruitment, hiring managers need to consider a bespoke approach unique to the needs of the organisation. Fundamental to this approach is evidence based analysis which is done by creating and identifying:

  • The strategy of the company and ensuring candidates align to this.
  • A competency framework across roles which creates a development framework for staff.
  • Behaviours and skills at each job level which drive success against the competency framework
  • Organisational culture and subcultures.

The key to getting the right people into your organisation is obtaining evidence of this information which will help to minimise the risk of hiring errors, helping to shape assessment methodologies and development plans.

Collating analysis from your research and data from other sources will help to ensure you have the right selection methods for your unique organisation. Selection is not an exact science, but with careful planning, statistical analysis and evidence based decision-making, bad hiring decisions can be reduced to a minimum.

You can find more about data collection and selection services on our website.

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The Launch of Psyence

It’s a great privilege to announce the launch of Psyence; innovative solutions in Occupational Psychology. Psyence applies psychology and practice based evidence to business challenges in live environments. Our expert team of Occupational Psychologists and assistant Psychologists (The Psyentists) have worked alongside businesses for over 30 years providing a wide range of business psychology support, products and services.

Led by Vince Hannant, Karen Moore and Stephen Smith our team has an enviable track record of working with some of the biggest names in industry. Previous clients who have accessed the guidance of our leadership team include KPMG, Santander, Cofely and House of Fraser. Capably supported by assistant and administrative teams, alongside a highly experienced group of associate psychologists, Psyence is on hand to support any business.

Psyence provides a wide range of training, products and consultancy services in Occupational Psychology to ensure your organisation maintains the highest possible levels of performance. From Psychometrics and personality testing to leadership, engagement and much more, our cutting edge products are fit for any organisational need.

As Psyence launches we invite you to keep up to date with all our news via our Twitter pages @psyenceltd and the LinkedIn company page. In the meantime if you’d like one of our Psyentists to give you a call, or you’d like to join our mailing list then please leave your details. We look forward to working with you.