Improv Business

17/11/2018

Săptămâna trecută ne-am delectat cu !MPRPO 6. Amuzamentul a fost însoțit și de câteva notițe demne de citit http://madalinavintu.ro/2018/11/14/fitting-into-the-unknown/

08/11/2018

Ne bucuram de ediția nr 6 a festivalului de Improvizatie Impro! și va invitam și pe voi sa faceți la fel! Cu Monica Anastase și mulți improvizatori din tara și de peste hotare.

09/10/2018

Va invitam sa participati la etapa cantitativa a proiectului "Perceptia managerilor asupra utilizarii si utilitatii centrelor de evaluare/dezvoltare", individuale, de grup sau 360. Este vorba despre continuarea demersului calitativ (interviurile) despre care am scris in urma cu cateva luni. In masura in care experienta voastra include acest subiect, in calitate de participant, utilizator sau evaluator, va invitam sa parcurgeti chestionarul (10-13 min).
Va rugam sprijiniti-ne distribuind link-ul. In aceasta etapa conteaza numarul contributorilor.
https://www.surveymonkey.com/r/ArthurHunt_Assessment

05/10/2018

Anul acesta ne vedem la ImproFest, in atelierul dedicat ImprovBusiness - Eternele schimbari la locul de munca, Joi 8 noiembrie, incepand cu ora 15:30 cu Radu Ciobanasu si Madalina Vnt ttps://improfest.ro/workshops/
D**a atelier, mergem impreuna sa vedem spectacolele inscrise in festival!

05/07/2018

A short introduction to "yes, and..." with Monica Anastase and Madalina Vnt

Next week, together with Anastase, I'll be demonstrating how we can apply an improvisation theater principle into business. Until then, here's

29/06/2018

Monica Anastase and Madalina Vnt will be teaching at the next BWFR event!
The people who know both of them say that the most interesting thing about this particular team is that they are so similar and yet so different that together they give the absolute perfect experience one can have in the blended universe of improvisation and business.

https://www.bwfr.org/business-impro-rom

18/06/2018

Avem cateva ipoteze despre subiectul Evaluare - Assessment. Ne propunem sa le testam printr-un demers de tip cercetare calitativa bazata pe interviuri despre "Perceptia managerilor asupra utilizarii si utilitatii centrelor de evaluare/dezvoltare" (individuale, de grup sau 360).
Ai avut vreo experienta in calitate de participant-evaluat sau de evaluator intr-un assessment sau development center? (inclusiv 360)
In calitate de manager (orice nivel) ai utilizat informatiile dintr-un astfel de demers in recrutare, sau realizarea unui plan de dezvoltare?
Daca raspunsul la una dintre aceste intrebari e afirmativ, in prezent ai un rol de management si in plus ai timp si chef sa stai de vorba cu noi pentru aproximativ 90 de min, te rog scrie un mesaj privat pe pagina sau catre [email protected] sau [email protected] pentru a stabili detaliile referitoare la interviu.
In schimbul acestui timp oferim rezultatele studiului.
Multumim!

12/06/2018

The assessment center is the last train an organization can catch in terms of predicting the fit between a candidate and its context. Make sure you take a full train tour and you sit on both sides of it, before you reach your destination, the decision. An assessment center offers you the possibility to predict how a candidate will act on his job only if the content is rightly chosen and the output is really used when planning for the on-boarding the person and integrating him/her into your organizational culture. No transfer of the information into the decision is an informed decision not to do something or anything.

07/06/2018

The assessment is like a laboratory experience: you put in various elements “reality look alike” and watch what happens with the behavior of the candidate. This way, you get a glimpse of how the candidate will most probably perform on the job. Like any other activity which is done in a controlled environment, the assessment has some prerequisites, out of which the choice of reality elements to be replicated is probably the most determinant one. The exercises, tools and activities included in the assessment are to be linked with the future-job, the corresponding key competencies, traits and motivation structures. Otherwise, the outcome will poorly serve the prediction function of the assessment. If it’s not linked to future performance indicators, the exercise should not be picked.

05/06/2018

Before considering an assessment center as a stage in your recruitment process, please have a talk with the internal stakeholders and ask these 5 questions: a) What are the key competencies/ motivations which will determine outstanding results in this job?, b) What are the three key competencies which differentiate outstanding performance from good performance?, c) How can the dominant traits of the candidate hinder the fulfillment of the job-role?, d) What are the context elements (company, resources, market, team, manager) which could hinder the performance of this candidate on this job?, e) What compromises are not possible, regarding attitudes/ motivation?
Now that you have these answers, let’s get back to the original question, from another perspective: Based on this information, is the assessment center the right tool for you?

18/05/2018

As with other tools, the and its sub-components have a wide array of situations when they are useful and others where they can be quite damaging. It’s like a hammer: highly useful if correctly used but also potential harmful for your fingers or toes.
How and why you use it tends to be more relevant than what they (the tools) can actually deliver. Context is key! Before you start selecting assessment tools, please take the time to ask/answer a few golden questions about the competencies, the motivations, the job (present or future), the context of the company, the organizational culture etc. In the end, the tool itself is always innocent. You can’t really blame the hammer for smashing your fingers!

09/05/2018

In color trend 2018, or similar