Talent Assessment – How to Judge Cognitive Capacity aka Complexity of Information Processing
By Michelle Malay Carter on March 18, 2009
In my last post, I discussed human capability in terms of cognitive capacity or in Elliott Jaques’ terms, Complexity of Information Processing.
Two Equally Valid Methods Used under Differing Circumstances
I had an inquiry about just how one can go about determining cognitive capacity.? At PeopleFit, we use two methods for determining cognitive capability.
Expert Observation for External Candidates
The first is an expert observation method.? We offer this service for clients who are interviewing external candidates.
It involves engaging the interviewee in argument development/problem solving, and then analyzing the structure of their argument to determine current potential capability.
Assessing Talent through a Talent Pool Evaluation Process
The second is what we call Talent Pool Evaluation.? With this method, managers are guided through a process by which they make the judgments about their direct reports and their direct reports-once-removed. This is done by using the work levels of known roles within the organization as benchmarks.
Helping Managers Do a Better Job of Talent Assessment and Talent Management
Managers are accountable to make judgments about their direct reports’ capability.? Most are uncomfortable doing so because they have no language or guidelines to do so.? In this vacuum, they end up making judgments that have more to do with personalities than true capability.? Our process gives them a common language and a consistent measuring system to use.? Although it takes some training and practice to master, managers find it straightforward and trustworthy.
Validation Research in Human Capability
Both our methodologies are based upon the work levels theory of Dr. Elliott Jaques, and our processes were developed with the coaching of Dr. Jaques himself.? He and his colleague, Kathryn Cason, published their validation research of these two methodologies in their book, Human Capability.
If That’s Not Enough…
An annotated bibliography of all research corresponding to Elliott Jaques’ meta-model, Requisite Organization can be found at the Global Organization Design Professional Society website.
I’m OK.? You’re OK.? Let’s fix the system.
Do you have a science-based means for assessing talent in your organization?
Filed Under Employee Engagement, Managerial Leadership, Requisite Organization, Talent Management, Work Levels
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