A survey by AS3 shows that 21% of employees change their job due to feeling limited by their current opportunities for personal and professional development.
Gallup has tracked the daily engagement of employees since 2000 and found that only 13% of employees worldwide are fully engaged in their work.
A study by Middlesex University revealed that 74% of employees felt they were not achieving their full potential at work and would value development opportunities.
Discovering employees' talents and teaching them to leverage their talents fully can increase productivity up to 200-300%
1Positioning an employee to utilise their primary talents every day is proven to increase job satisfaction and retention rate.
1Gain an increased understanding of your employees with FirstMinds informative analytics and actionable insights.
1The best future leaders are often made within their own company. Gain insights into how you prepare your employees for their future.
1Understand the team roles your employees excel in and learn to combine them, so they synergise each other to create high performing teams.
1Align your employees' goals, values and fundamental drivers with the company's overall strategy by fully understanding who they are.
1
The science behind FirstMind builds on 43 cognitive studies, 9 behavioural studies, and 1.2 million people. These studies show that the way our nerve cells are connected in our brain affects our personality and behaviour. They also found that human personality can be categorised into 34 universal talents. Each person has a unique combination of talents that determines what behaviour is most natural to them, what they can become great at, and which tasks they receive energy from working on.
This graph ranks your talents and indicates your unique combination. A talent represents your consistent behaviour, feelings, and thoughts that lay the foundation for your personality and strengths. If you leverage your primary talents, you will be able to increase your performance by 200-300%, and you will get energised in your work. Conversely, when you can’t utilise your primary talents, you will be inefficient, get drained from energy and never become more than average at the task.
This graph ranks your talents and indicates your unique combination. A talent represents your consistent behaviour, feelings, and thoughts that lay the foundation for your personality and strengths. If you leverage your primary talents, you will be able to increase your performance by 200-300%, and you will get energised in your work. Conversely, when you can’t utilise your primary talents, you will be inefficient, get drained from energy and never become more than average at the task.
This graph illustrates 15 universal motivational drivers found by Diller et al. (2008). The drivers explain what we as human are motivated by. Gain an in-depth understanding of what the person is motivated by and use it as a leader or employer to engage the employee and build incentive plans.
This graph illustrates 15 universal motivational drivers found by Diller et al. (2008). The drivers explain what we as human are motivated by. Gain an in-depth understanding of what the person is motivated by and use it as a leader or employer to engage the employee and build incentive plans.
Gain insights into what behaviour motivates the individual. Unlike Motivational Drivers that analyses the fundamental factors of the person’s motivation, Motivational Behaviour is more task-specific and indicates which behaviours you get driven by doing in your work and everyday life.
Gain insights into what behaviour motivates the individual. Unlike Motivational Drivers that analyses the fundamental factors of the person’s motivation, Motivational Behaviour is more task-specific and indicates which behaviours you get driven by doing in your work and everyday life.
This graph gives an understanding of the individual’s typical behaviour in everyday work. It translates the 34 talents into more concrete task-specific insights that can be used to leverage personal strengths and to position the employee in a team or the company.
This graph gives an understanding of the individual’s typical behaviour in everyday work. It translates the 34 talents into more concrete task-specific insights that can be used to leverage personal strengths and to position the employee in a team or the company.
Gain actionable insights into what makes high performing teams and how the individual contributes best in this team. Professor Belbin identified nine team roles that must be present in all high performing teams. This graph indicates which of these roles the individual is able to excel in.
Gain actionable insights into what makes high performing teams and how the individual contributes best in this team. Professor Belbin identified nine team roles that must be present in all high performing teams. This graph indicates which of these roles the individual is able to excel in.
This graph serves two purposes. Firstly, it brings insights into which type of behaviour and stress signals the individual shows if they get stressed, which can be used as preventive measures to counter stress. Secondly, it gives you an understanding of how prone the person is towards stress.
This graph serves two purposes. Firstly, it brings insights into which type of behaviour and stress signals the individual shows if they get stressed, which can be used as preventive measures to counter stress. Secondly, it gives you an understanding of how prone the person is towards stress.
Learn how the individual contributes to knowledge creation and wherein the process, the person creates the most value. For companies to successfully innovate, problem-solve and crystallise it’s learnings to pass through the organisation, it needs to ensure that it has contributors at each step of the process. Use this graph to understand wherein the process of knowledge creation your company is strong and bring the right people on board to support the remaining stages.
Learn how the individual contributes to knowledge creation and wherein the process, the person creates the most value. For companies to successfully innovate, problem-solve and crystallise it’s learnings to pass through the organisation, it needs to ensure that it has contributors at each step of the process. Use this graph to understand wherein the process of knowledge creation your company is strong and bring the right people on board to support the remaining stages.
Understand the most natural behaviour of the person in a context where two or more people exchange views, opinions, or knowledge. The graph indicates which of the five typical discussion behaviours is most natural for the individuals and in which contexts the person will deviate from their usual behaviour.
Understand the most natural behaviour of the person in a context where two or more people exchange views, opinions, or knowledge. The graph indicates which of the five typical discussion behaviours is most natural for the individuals and in which contexts the person will deviate from their usual behaviour.
Gain insights into what time dimension the person tends to focus and how this focus applies. This graph gives an indication of the perception of people, where they tend to look for answers, and much more. It is important to consider the time focus as you position people in your company to enable them to create maximum value.
Gain insights into what time dimension the person tends to focus and how this focus applies. This graph gives an indication of the perception of people, where they tend to look for answers, and much more. It is important to consider the time focus as you position people in your company to enable them to create maximum value.
We offer a variety of consulting services that significantly increases your probability of hiring the right person for your position while you still spend your time on what you do best.
