With GRI ™ the interim manager knows his talents, and so does the company.
Visit benefits
Know the behavioral component of the manager
The GRI approach revolutionizes the way talent is assessed, with a precise evaluation of its behavioral/emotional component. It gives you a nuanced understanding of how the person develops skills, adapts to the environment, motivates and involves him or herself.
Providing immediate concrete answers
GRI helps you instantly answer the following questions and constantly reframe your interactions: How does the person decide? What information does it need to analyze a situation? How does she learn and develop her skills? What motivates her in her mission? What path does she take to success?
Rely on a management tool
The GRI is a management tool, to which managers are coached/trained to help them better understand, organize and progress: It facilitates your taking charge of employees, integrating them into teams, and understanding their needs and those of the organization in real time. GRI helps you understand how to do things differently to get the best out of yourself and your employees.
The GRI ™
Backed by 20 years of research, the creation of the GRI™ approach, based on behavioral factors, was inspired by scientific work on personality and organizations over the last 100 years. The GRI™ philosophy and deployment have been enriched by feedback from consultants, managers and HR experts at client companies of all sizes and in all business sectors on five continents.
By the late 1990s, research was conclusively demonstrating that a few factors could improve our understanding of behavioral traits and typologies. Not only did these factors prove to be relatively stable and predictive of social behavior, they were also capable of adapting to the environment.
The GRI™ approach was created to be free from age, gender or cultural bias.
The GRI™ applies scientific rigor not only to the GRI ™ questionnaire (including the technical aspects related to the measurements) but also to how the measurements are reported, shared, learned and put into practice to accelerate leadership development and improve performance at work.
