HR Applications

The major assessment finding of the last generation is that as people think, they express their deep-seated rationales and strategies in the language features of their communications. By going beyond the limits of conventional assessments, deeply embedded decision making strategies and motivations are identified in how executives choose to express themselves. The Sommer Survey™ represents the leading edge in applying this proven assessment know-how for driving savvy business decisions about meshing executive talent and organizational goals. These profiles of executive decision strategies and motivations are now exclusively available for talent management through SommerYeager.

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The Matching Strategy^®

Matching people to job situations requires knowing who has the motivational drive and talent to fulfill the organization’s needs both now and in the future. The Sommer Survey™ provides decision makers with the information they need to optimize the interactive relationships between individuals and the jobs those individuals must successfully perform. The advantages serve both individual job satisfaction and organizational performance results.

The HR Point of View

HR and team leaders need to know what will motivate people to their best performance. HR’s organizational concerns include the depth of the talent pool, working relationships among teams, innovation and creativity, attrition of key staff, career advancement and team productivity.

To address these concerns, many of HR’s key programs focus on perpetual questions: How does the organization assess and develop its talent pool? How deep is the talent pool, and how is it best managed? How are people’s motives and job satisfaction optimally matched to mission-critical job situations? How can high-potential individuals be developed rapidly?

The common denominator is to know what motivates the individuals in question.

• Recruiting: What is the best way to word an ad to attract the right kind of candidates? Whom should we hire from this list of candidates?
• Organizational Planning: Who is on our “A” teams, and what is our bench strength?
• Team, Job, and Project Assignments: Which individuals and teams are motivated to best match the organizational game plan?
• Culture: Who are the leaders that shape our organizational culture? How do we communicate effectively to diverse cultures within the organization?
• Career Mobility: Who is ready and willing to tackle the critical jobs now – and later?
• Promotion and Advancement: Whose motives combine optimally with organizational and individual needs? What job experience best prepares individuals for advancement?
• Coaching and Training: How can individual attitudes be changed quickly? How can development plans and team leaders leverage the unique, motivational features in each individual? Who can be developed for the dream teams?
• Comparing Individuals and Teams: What motivational features of individuals and teams offer tangible leverage in reaching organizational objectives?
• Feedback: How can individuals get feedback about themselves that is non-judgmental and delivered in a way that they can handle?

HR Support of Decision Makers

Executives make important decisions every day about individuals and their teams. How can executives better predict the impact of their fair and effective decisions? How can individuals and teams reach their best performance levels? How can decisions about people be optimized? The Sommer Survey offers deep insight into the optimal solutions for individuals and teams—leading to effective executive decisions.

The common denominator is to know what motivates the individuals in question.

• Selection: How do team leaders know who is the best match to the job requirements?
• Task & Job Assignments: Who is best for technical work, and who is best at dealing with people? Who can be developed and assigned to handle people-intensive situations?
• Team Building: Who should be the next team leader? How can motives be managed to synthesize diversity and conflicting cultures into organizational assets?
• Team Leadership: Who needs specific kinds of feedback, and how often do they need it? Who has leadership potential? Who has the necessary focus on the big picture as well as the details? Who can give feedback without creating backlash?
• Team Member Strengths: How do team leaders identify who is ‘quick’ to see a situation’s solution? How do team leaders identify who is quick to find the flaws in the plans? How do team leaders identify who can build cooperation? How do team leaders identify who can accept more responsibility?
• Leaders and Teams: What do team leaders need to know to get the team on the same page as the leader? What insights will make a team “click” as a unified group?

The Sommer Survey™ provides unequalled and immediate insight into the people who drive the success of the organization.

 

Watch Our HR PowerPoint Presentation.

Sommer Survey Focus Areas »

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