TM - October 2007 - (Page 3)

HIGH POTENTIAL ISN’T ALWAYS HIGH PROFILE. The Predictive Index® is a proven, scientifically-validated behavioral assessment tool that improves bottom line performance by helping you hire, develop and retain talented people. The earlier you recognize it, the higher the potential. The Predictive Index® (PI) — a practical, proprietary behavioral assessment tool — helps you identify and develop your next leaders. With a 50-year track record of success, PI offers fresh insights into the drives and motivations that set the highest achievers a breed apart. So your people — and your organization— can reach their full potential. People Smart. Results Driven.® FOR A FREE “HIGH POTENTIAL” POSTER, PLEASE VISIT WWW.PIWORLDWIDE.COM Predictive Index is a registered trademark of Praendex Incorporated, the parent company of PI Worldwide. © 2006 PI Worldwide. All rights reserved. http://WWW.PIWORLDWIDE.COM http://WWW.PIWORLDWIDE.COM Table of Contents for the Digital Edition of TM - October 2007Editor's LetterContentsCapabilitiesFoundationsViewpointWhat is Your Employment Brand?Delivering Effective FeedbackManaging Benefits After a Merger: Lessons from Private Equity FirmsToxic Success: Managing the Cult of ProductivityDeveloping a Conflict Competent OrganizationMaximizing Assets through Succession PlanningApplication: Hiring Past 50: How Mature Workers Can Help Companies Beat the Talent CrunchDashboard: The Top 22: A Priority List for HRInsight: American Express: Charged with Leadership-Driven TalentAdvertiser's IndexEditorial ResourcesTechniquesTM - October 2007TM - October 2007 - (Page Cover1)TM - October 2007 - (Page Cover2)TM - October 2007 - (Page 3)TM - October 2007 - Editor's Letter (Page 4)TM - October 2007 - Editor's Letter (Page 5)TM - October 2007 - Editor's Letter (Page 6)TM - October 2007 - Editor's Letter (Page 7)TM - October 2007 - Contents (Page 8)TM - October 2007 - Contents (Page 9)TM - October 2007 - Capabilities (Page 10)TM - October 2007 - Capabilities (Page 11)TM - October 2007 - Foundations (Page 12)TM - October 2007 - Foundations (Page 13)TM - October 2007 - Viewpoint (Page 14)TM - October 2007 - Viewpoint (Page 15)TM - October 2007 - What is Your Employment Brand? (Page 16)TM - October 2007 - What is Your Employment Brand? (Page 17)TM - October 2007 - What is Your Employment Brand? (Page 18)TM - October 2007 - What is Your Employment Brand? (Page 19)TM - October 2007 - What is Your Employment Brand? (Page 20)TM - October 2007 - What is Your Employment Brand? (Page 21)TM - October 2007 - Delivering Effective Feedback (Page 22)TM - October 2007 - Delivering Effective Feedback (Page 23)TM - October 2007 - Delivering Effective Feedback (Page 24)TM - October 2007 - Delivering Effective Feedback (Page 25)TM - October 2007 - Managing Benefits After a Merger: Lessons from Private Equity Firms (Page 26)TM - October 2007 - Managing Benefits After a Merger: Lessons from Private Equity Firms (Page 27)TM - October 2007 - Managing Benefits After a Merger: Lessons from Private Equity Firms (Page 28)TM - October 2007 - Managing Benefits After a Merger: Lessons from Private Equity Firms (Page 29)TM - October 2007 - Managing Benefits After a Merger: Lessons from Private Equity Firms (Page 30)TM - October 2007 - Managing Benefits After a Merger: Lessons from Private Equity Firms (Page 31)TM - October 2007 - Toxic Success: Managing the Cult of Productivity (Page 32)TM - October 2007 - Toxic Success: Managing the Cult of Productivity (Page 33)TM - October 2007 - Toxic Success: Managing the Cult of Productivity (Page 34)TM - October 2007 - Toxic Success: Managing the Cult of Productivity (Page 35)TM - October 2007 - Toxic Success: Managing the Cult of Productivity (Page 36)TM - October 2007 - Toxic Success: Managing the Cult of Productivity (Page 37)TM - October 2007 - Toxic Success: Managing the Cult of Productivity (Page 38)TM - October 2007 - Toxic Success: Managing the Cult of Productivity (Page 39)TM - October 2007 - Developing a Conflict Competent Organization (Page 40)TM - October 2007 - Developing a Conflict Competent Organization (Page 41)TM - October 2007 - Developing a Conflict Competent Organization (Page 42)TM - October 2007 - Developing a Conflict Competent Organization (Page 43)TM - October 2007 - Maximizing Assets through Succession Planning (Page 44)TM - October 2007 - Maximizing Assets through Succession Planning (Page 45)TM - October 2007 - Maximizing Assets through Succession Planning (Page 46)TM - October 2007 - Maximizing Assets through Succession Planning (Page 47)TM - October 2007 - Application: Hiring Past 50: How Mature Workers Can Help Companies Beat the Talent Crunch (Page 48)TM - October 2007 - Application: Hiring Past 50: How Mature Workers Can Help Companies Beat the Talent Crunch (Page 49)TM - October 2007 - Dashboard: The Top 22: A Priority List for HR (Page 50)TM - October 2007 - Dashboard: The Top 22: A Priority List for HR (Page 51)TM - October 2007 - Dashboard: The Top 22: A Priority List for HR (Page 52)TM - October 2007 - Dashboard: The Top 22: A Priority List for HR (Page 53)TM - October 2007 - Insight: American Express: Charged with Leadership-Driven Talent (Page 54)TM - October 2007 - Insight: American Express: Charged with Leadership-Driven Talent (Page 55)TM - October 2007 - Insight: American Express: Charged with Leadership-Driven Talent (Page 56)TM - October 2007 - Editorial Resources (Page 57)TM - October 2007 - Techniques (Page 58)TM - October 2007 - Techniques (Page Cover3)TM - October 2007 - Techniques (Page Cover4)http://www.nxtbookMEDIA.com

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