Why PRO Positions

Much of our lives involve our thinking and acting in relation to a target or "a mark" as the ancient Greeks would have described it. Our judgments of whether we are on target or hitting "the mark" is how we adjust our actions and revise the day to day activities we engage in. These adjustments are done unconsciously so that we don't even think about them. Take our golf games for example, they wouldn't make sense if we didn't have "a mark" or in this case the cup to guide our thinking in regard to alignment of angles, the type of club we use, or the terrain in which we have to overcome. Businesses create marks or targets of financial and strategic goals that are meaningful. Then measure success of their progress toward those targets. The same logic can be applied to how we hire and retain talent in our companies.

In the PI Workshop, our goal is to help our clients "raise their batting average"; or become more effective in hitting the marks they have set in the employment world in regard to people and the costs and opportunities associated with them. If we have made a compelling case for the value of greater objectivity as a significant first step in dealing with people and jobs then the completion of a PRO for all jobs or at a minimum those absolutely essential jobs in the organization is necessary. The investment of time is minimal and your support system at The Oliver Group is always available. But most importantly, the process of completing the PRO can create thinking and consideration around those behaviors that truly are essential for the role. The results can generate discussion as well around how the role interacts and fits into the organization.

Creation of a PRO for positions within your organization creates an objective benchmark that all candidates, regardless of skills and experience, can be measured against. If the PRO has been completed by a group of colleagues the dialogue that follows can be stimulating as well as enlightening about the types of behaviors and motivating needs we deal with or wish to be surrounded by in our work life.

By investing a few minutes to do the PRO for the jobs in your organization, you will be creating an objective standard by which future employees can be measured. This in turn will cut down on costs associated with errors in hiring (i.e. hiring the wrong fit) and aid in the fulfillment of your organizations goals.

Here's to all of us raising our batting average!

Michael holds graduate degrees from both the University of Kentucky and University of Louisville. He is an Associate Member of the American Psychological Association Divisions for Personality and Social Psychology and Counseling Psychology. During his 20 years with The Oliver Group, Michael has been involved with every aspect of client service and consultant development. As a result, he is particularly skillful in working with clients to create a human development strategy based on a wide-range of tools including The Predictive Index. He has been actively involved in more than 50 senior management searches. Michael primarily focuses on individual coaching and education to such organizations as Maker’s Mark, First Non-Profit Insurance Company in Chicago, and Lifecare Hospital Systems in Texas. As a coach, Michael helps top business leaders overcome barriers within their businesses and their lives as they grow their companies.