August 22 - 25, 2018

Georgia World Congress Center | Atlanta, GA| USA

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Don’t Let Behavior Fool You

by Editor 11. May 2018 12:07

By: John Bruer: In2Great

A person’s behavior can be a real mystery.  They show up at an interview with a strong resume and appear in a way that seems to suggest they would be a great fit with the organization.  Then a few months later it seems like we are dealing with a complete stranger. Behavior can be misleading because it can be modified to fit the situation and, let’s face it, people are getting good at interviewing and presenting themselves in a way that can make them attractive as a potential employee.  On the other hand, if you know the origin of behavior, you can more accurately predict what this person will be like as part of your organization.

At their most basic level, behaviors are a result of a person’s needs and those needs originate from a person’s natural drives.  Scientifically, we identify those drives as Dominance, Extraversion, Patience, and Formality and by uncovering those drives and understanding what they tell us, we can make more informed decisions about talent management.  There are a number of variables that go into the selection of new employees or the promotion of existing ones, but unless we let these drives inform our decisions, we are likely to put someone in a place that is not well suited for their natural abilities nor beneficial to the organization.  They get frustrated, we get frustrated - and no one wins.

Using a reliable and validated diagnostic tool helps tremendously.  Our work has been based on the validated science of The Predictive Index which has been around since the 1950’s.  One of the most validated platforms available, the PI measures a person’s natural drives and therefore informs us as to their needs that will show up as their behaviors.  For example, someone with a very low Extraversion drive will be more introspective and private in nature. Recruiting them for a position that demands that they make frequent public appearances and give many speeches is likely to wear them out faster than someone with a high Extraversion drive.  It’s not that they couldn’t do it, the point is that their drive would not suggest that they would be drawn to that activity and be energized and motivated by it which is what we want in an employee. When we are able to put people in a position and can leverage their natural drives, they will be happier and in all practicality, more productive.

Learn more about this topic during the Countertops and Architectural Surfaces Symposium at IWF 2018 Education Conference.

 

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