Page 12 - Sarita Maybin

Our 10th Anniversary Women of Distinction

and expect accountability When Pamela offered technology based on Enjoy- traits to avoid that would
from their teams. Addi- to have me take the Harri- ment Performance Theory hinder my performance as
tionally, Pamela noted, “A son Assessment™ I agreed, and Paradox Technology™. a leader, and how to bene-
leader must be trustworthy. although I must admit, a Harrison’s education and fit from my strengths that
With the level of trust in our part of me may have been background were in orga- uniquely help me in my job.
country right now being at a bit frightened to find out nizational psychology and I learned more about who
an all-time low according to if I was cut out to be in a mathematics. It provides I am concerning leadership
the Edelman Trust Barom- leadership position. Was I deep insight into the selec- and communication skills
eter (https://www.edelman. running this Magazine the tion of the right candidates and how I handle stress
com/trust2017/), leaders way I should, or perhaps I for a specific job, which is than any other information
must demonstrate integrity should hand the reigns over based on research into high, I have ever been given.
and consciousness about the to a more qualified leader. medium and low perform- One of the interesting
broader world when making After much procrastination, ers. The Harrison software facts that I learned about the
their decisions. We have a something I am admittedly system includes 6,500 differ- Harrison Assessment™ from
lot of fear in the world right very good at, I sat at my ent jobs. the founder Dr. Harrison
now, so our leaders have computer and took the A great tool is just is that unconscious prefer-
to be solid citizens going twenty-minute assessment that — a tool unless it is ences often dictates how we
forward to deal with our that would be eyes into my placed in the hands of a behave at work, so simply
current world.” personality, leadership, team great facilitator. Pamela asking interview questions
skills — my underlying Stambaugh is an outstand- will not always provide
One Powerful Tool work preferences. During ing facilitator. I took the accurate insight into the
What one method did that experience I wondered Harrison Assessment™, and person you are hiring.
Pamela find that makes her one thing. Yes, the New if I am 100% honest, from a Accountability Pays is
stand out among those who Yorker reared its ugly head short 20-minute experience a Certified Women-owned
attempt to direct future again, could a person cheat it appears that Pamela now Business, meaning she
good leaders to become on this test? After the first knows more about me than meets their high business
great and great leaders to few questions, I realized it even my closest friends. standard. It is a designation
become exceptional? “I was way too well designed Truthfully though the as- of which Pamela is very
would have to say it is one for that and in fact provides sessment, comparing me to proud.
of the major tools that I a mechanism for detect- 175 behavioral tendencies, The Process
use, which is the Harrison ing attempts to cheat. The was right on regarding my The image below helps
Assessment™.” I had heard Harrison Assessment™ was work preferences. The great to explain what it takes to
of this before, but never the creation of Dan Har- thing was that it didn’t just achieve breakaway success;
quite understood what it rison, Ph.D. who came up report these findings, it told excellence in the executive
was, or honestly didn’t know with this groundbreaking me ways to improve the suite creates trust. With an
anyone who had used it in
their business.
Being from New York,
and yes, it is the skeptical
capital of the world, I like
to try out products that
I review. I feel this way
whether it is a review of a
new product on the market
or an employee assessment
that is touted as one of, if
not the greatest, tool to
assess the hiring, manage-
ment, growth, leadership
potential and the suitability
of an individual for his or
her job.

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