Top Labelssuccess factors
personal & career development
managing and supervising
carol kinsey goman
transition to management
transforming workplace relationships
building open communication
Lynda Silsbee, B.A., specializes in human performance improvement, leadership and team development, performance management systems, and process improvement. Her diverse industry experience includes 21 years working with companies like Nordstrom, Genie Industries, and Vulcan Northwest.
Lynda is on the board of the Society of Human Resource Management--Seattle, is a certified Senior Professional in Human Resources, and serves as an adjunct faculty member of Seattle Pacific University in the Human Performance Improvement program. She is a gifted and natural human developer who keeps an eye on the strategic mission of her clients, while empathizing with employee needs.
For years, companies have turned to personality tests, behavioral assessments and even psychological screening instruments to gather data about individuals when building teams, developing executives, making decisions about whom to hire or promote, and addressing other employment issues.
But in 2005, the Seventh U.S. Circuit Court of Appeals upheld a ruling about the use of the Minnesota Multiphasic Personality Inventory (MMPI) that has shed new light on the uses and limits of these assessments. In that case, Karraker v. Rent-A-Center, the court sided with the employees who sued, saying that the MMPI violated the Americans with Disabilities Act.
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