Alongside our core services our clients have been the catalyst for the development of individual services that are highly specialized and do not necessarily fit into our two core service groups, although they are sometimes an integral part of larger performance management programs. They also stand alone in their own right and constitute a series of interventions that require specialized knowledge, capability and investment in education.
Executive Profiling and Assessment
High performing organizations need high performing people sitting on the Board and operating at the Executive level. Whatever high performance at the Executive level means in your organization, we will support you in identifying what high performance is in specific Executive roles against industry/market high performance profiles and any performance gap that may exist in your present Executive team.
We have defined over 250 high performance profiles from the assessment and analysis of industry high performers at the Executive level and these are used to help clients profile and assess candidates and the performance of their existing Executive team. If any gaps in performance are identified then we will help the individual and the Executive team to change behaviors and capability and achieve personal change strategies.
We have helped many Executives to understand their own performance profiles within the context of their organization and what is expected of them in their role and helped them to reach high performance through behavioral change. We support our clients in the recruitment and placement of people into high impact-high value Executive positions through behavioral profiling and assessment.
Recruitment decisions at this level have to be well informed and any risk has to be mitigated. Our assessment and profiling tools and techniques are world class and leading edge and our consultant’s expert in applying them to help clients make the most informed decisions they can about hiring and the performance of their Executives. With our larger clients we have also trained internal profilers and assessors to a high level of accreditation and performance in these tools and techniques.
Many businesses do not feel that they can rationalize an assessment for high level positions, instead implementing the traditional application and review process, where interviews and feedback from subordinates, colleagues and managers takes precedent. It is in this procedure that underlying psychological qualities are left undisturbed whilst external qualities (which can be managed a lot more easily) thrive.
So the question is how can these internal qualities be bought to the surface and considered when debating not only which candidate fits which job role best, but who will remain and prosper in that position in the long term? The answer simply comes in the form of an executive assessment, which we would run on your behalf.
The purpose of the assessment is to provide you with an objective psychological profile of a candidate that can be used to enhance and support your knowledge of that individual when making a decision about their future. The procedure we follow consists of running through the organizational competencies along with any other necessities essential for the job role, a discussion of the range of psychometrics available, a Behavioral Assessment Interview (BAI) and a simple report clarifying the individuals profile which can be kept for constant reference.
Executive Coaching and Mentoring
The Project Box is a long time center of coaching excellence for the Executives and Managers. As a human performance management consultancy we know that significant behavioral and capability development can be achieved through the implementation of business focused coaching or mentoring.
Our Executive and Management coaching programs are designed, developed and delivered with the client and the outcomes they require the individual to achieve on a personal or group basis. Our mentors are experienced Executives and Managers in their own right and have the character to challenge and develop individuals in a dynamic and robust manner. In our mentoring programs answers to issues and challenges are delivered through one to one confidential interactions at a tempo that ensures that the clients get to implement timely and effective decisions.
Investigative interviewing is a methodology that ensures that the maximum quality of information is mined from a high value business interview using techniques and behaviors used and continuously improved by Police and other investigative organizations in the United States and United Kingdom.
Investigative interviewing is not only a strength in our specialist services, but it is also something that we continuously look to improve in order to have the most well rounded, accurate and informative interview techniques at our disposal. Presently we perform Behavioral Assessment Interviews (BAIs) which can be used as part of psychological profiling in very diverse situations such as restructuring a company or finding the ideal candidate for a high value role.
In addition to our BAIs we also have a very active interest in Content Based Criteria Analysis (CBCA), which is one of the most widely used statement veracity assessments for discriminating between true and fictitious accounts.
Assessing Truthfulness and Credibility
Dishonesty in business is, sad to say, a growing challenge to Executives and Managers alike; indeed some commentators have called it the “Deception Epidemic”. The consequence of which can be measured in billions of lost revenue, increased costs or straight fraud, consequences that are magnified when deception is used at the Executive level and during high value dialogue.
How valuable would it be to you if a member of your team for a negotiation or Executive recruitment event could provide you with information about the truthfulness and therefore, credibility of those sat across the table from you?
Whatever the scenario, we can provide you with a skilled consultant or team who can provide this dimension of information to your high value decision-making process. The flip side is that you will be able to build lasting relationships with “trusted” people based on the evidence of their dialogue, psychology and physiology.
Our consultants have been used in business and government negotiations, people analysis, mergers and acquisition and high level Executive credibility analysis to support the decision making team or individual to evaluate the truthfulness and credibility of what is being said to them and of the individual who is saying it.
Every individual possess their own unique behavior or cluster of behaviors that can indicate their level of truth telling. It is these subtle signs where we have the ability and expertise to detect and validate and ensure that you know if the individual is simply making information up.
We examine an individual’s verbal and non-verbal behavior when they are asked non-emotional questions and the behavioral changes the questions illicit from them. Our knowledge and expertise in this area of psychology can be applied to any aspect of business and we are more than happy to share our knowledge and skills in this specialist area through workshops.
‘All the World is a stage’ and Executives and Managers who understand and use impression management are able to influence how others perceive them and subsequently shape and influence how others react to them and interact with them. We help Executives and Managers define and establish a personal brand that communicates strengths through personal strategies, both assertive and defensive, that can be deployed to navigate and exploit business politics and achieve personal outcomes.
Especially effective with Executives and Managers who are planning personal progression within an organization The Project Box Impression Management program has helped Executives achieve their personal and professional goals.
Our consultants help and support Executives and Managers to establish and sustain their personal branding and its perception and credibility through the application of behavioral profiling techniques that identify perception gaps and weaknesses based on personal outcomes. Thereafter, personal communication, presentation and behavioral techniques are embedded to achieve the perception of others required in order to influence relationships and interactions.
In social psychology impression management is a conscious self-presentation strategy in which people attempt to influence the perceptions and opinions of others through their non-verbal behavior (appearance, demeanor), verbal cues (vocal pitch, tone and rate of speech grammar and diction) and expressive acts (citizenship, job performance).
Successful impression management can generate numerous personal and organizational benefits, including career advancement, client satisfaction, better work relationships, and a more fulfilling work experience in general. In order to create a positive professional image, impression management must effectively accomplish two tasks: building credibility and maintaining authenticity.
Your “true-self” or authentic self-portrayal will not always be consistent with your key constituents’ expectations for professional competence and behavior. Therefore, you need to build credibility that will involve leveraging your strengths in order to gain social approval and professional benefits whilst sustaining a genuine and authentic persona.
Overall, there are two key aspects to impression management. Firstly, you need to assess your current image and the current perception that others have of you along with if you care about others’ perceptions of you? Secondly, you need to identify your ideal state including what core competencies and character traits you want people to associate with you. Along with which of your social identities you want to emphasize and incorporate into your workplace interaction? This aspect of psychology is crucial to influencing and creating a strong rapport when meeting a client or team member for the first time, because as we all know you don’t get a second chance to make a first impression.
Non Verbal Communication
Whatever human beings are doing they continually communicate their emotions, thoughts and reactions through psychological and physiological channels to the outside world. You don’t have to speak to communicate.
In 1939 Psychologist Albert Mehrabian became most well-known for his work on verbal and non-verbal communication and the 7%-38%-55% rule. This rule states that there are three separate components of communication; words account for 7%, tone of voice (paralinguistic) accounts 38%, and the remaining 55% is taken up with body language.
Therefore, due to a large amount of our communication being transferred non-verbally, the psychologists of we couldn’t resist gaining knowledge and expertise in spotting non-verbal cues and what they may tell us about what the person is really saying, whether they are confident in their statement or are hiding something.
Our experience, expertise and knowledge in this area of psychology can be applied to any aspect of our client’s business, and we share our knowledge and skills in this specialist area through workshops and coaching programs.
Quite simply high stakes negotiations inspire high stakes deception and every aspect of business requires some sort of negotiation. Actions as simple as agreeing on a deadline or granting a raise involve negotiation, but those negotiations which tackle the more serious business issues of buying and selling shares of a business, and where significant amounts of money are involved, naturally make everyone involved more ruthless and willing to deceive if it means they walk away with their desired result.
But how can you be sure those who you are negotiating with are not completely bluffing? How can you make sure that you are the one who has the upper hand in being able to read your opponent like a book? With qualified, knowledgeable and experienced members we can help steer you in the right direction so that you and your company know when to push and when to pull back.