Many companies today utilize pre-hire personality assessments. Unfortunately, many companies are not using that data much after the person has been hired. When the new higher begins their new job, has this valuable data been shared with their managers or direct reports? Has it been used to personalize their on boarding process. Will it help their managers understand what motivates and de-motivates this person? Will this information be used to help them bond quickly with their new team?
Once you utilize the PDP Pro Scan to help you find the best people for the job you have available, please do not miss the opportunity to put to put this data to a great use. Here are three tools for you to consider using for a new team member:
On the job decision-making
Let’s say this team member has a deep seeded need to avoid making mistakes. She will want to clearly understand my expectations and the right way to accomplish a task. As her manager, I want to emphasize structure, systems, and our process. When I need her to make a decision within that framework, how do you think that she will approach it? In this example, my people data from PDP tells me that I can expect a deliberate and thorough process rather than a quick witted response off the cuff. If I press her to quickly make a decision with very little information the outcome will be very different than for someone who is more comfortable taking risks. Understanding how someone makes decisions is critical for your managers to understand about their team members.
As a team leader, I may have several different personalities on my team. Keep in mind that the best teams are often the most diverse teams. But everyone has to have an appreciation and understanding of one another’s differences. These differences come from communication style, leadership style, and motivators, along with cornerstone behavioral traits. When a team performs cross functional work together, it is common for two people to experience challenges when working together. Each person may be successful in their own right due to their own work style. However, they might find themselves at odds with one another’s work style on a given project. It is helpful for me to understand their different personalities and how a person’s basic natural self might inadvertently be causing challenges for the other team member. For example, I may have a very driven and dynamic team with an individual who enjoys rapid change, paired with another team member who is more consistent and steady in their work style. The team’s overall performance may need both traits to reach the end goal, so having insight into each personality allows me to coach them relative to each person’s basic style. People data allows me to help them find common ground and appreciate the value that each brings to our team.
Some people are naturally extroverted and socially driven. These people enjoy interacting with one another and are energized by opportunities to interact and be persuasive. As a manager, if I’m more introverted, I want to make sure that I provide these team members generous amounts of face time and not rely solely on e-mail or other less personal ways of communicating. I also need to give them opportunities to talk things out loud. For my less extroverted team members, I want to apply a very different approach. Knowing my people well helps me to tailor my communication style to what each person needs most from me as his or her manager.
These are just a handful of examples of how the people data that you already have in place can help you bring you elevate your team’s performance. The same information that I gathered before building my team can help me coach and elevate this team to the highest possible level of success. How I’m motivate, encourage, and coach your team is the key to unlocking potential in the people that we work with.
It is not uncommon for a team to have a bad leader or manager in place. This then creates unclear or poorly defined team roles, a poor communication processes, and a blurry and unfocused sense of purpose.
Creating a culture that will attract and retain high performing teams requires an environment free of judgment with an open communication culture. No one wants a team full of “yes men”. Team members need to feel encouraged to challenge one another. They must be able to exert their influence, hold one another accountable, and openly share their ideas.
Creating this type of employee engagement, and developing this sort of company culture requires leadership that is deeply committed to the success of the team and accomplishing the objectives in front of them.
Understanding how each employee will go about accomplishing specific objectives, tasks, or projects requires a deep understanding into how that person is motivated, their behaviors, communication style, and the leadership style of that employee. Appreciating and understanding a person’s strengths and behavior tendencies leads to the acceptance and appreciation of behavioral diversity among your team.
Teams that have a diverse makeup of different people with different strengths accomplish great things. There is a peace of mind in knowing you and your teammates have each other’s backs and are driving towards the same objective regardless of the way each person goes about accomplishing their tasks.
The PDP Pre Scan provides data with a statistically proven 96% accuracy rate in the form of behavioral patterns that give team members a greater depth of understanding and appreciation for communication and leadership styles between each other. Deeper understanding of how a person is motivated, and what demotivates that person, can help a team better harness their strengths to accomplish great things instead of wasting time dealing with an ineffective team that struggles to communicate.
Do you want to build a rocket ship to success? People are complex, but understanding their workplace behaviors does not have to be rocket science. We offer a system that demystify the complexities that you can focus on the important stuff.
At ideal team consulting we apply the perfect amount of validated science to deliver the fastest assessment experience (typically under 5 minutes) while still providing amazing insight. Our system is like providing rocket fuel to a missile that is ready to take off.
Our technology allows you to administer assessments, analyze behavioral patterns of candidates, employees, or teams, create reports, and drill down deep with levels of data from across your organization with are incredibly user friendly software. It is like having a complete dashboard with switches, dials, and buttons necessary to build amazing teams write your fingertips.
Become PDP certified to educate executives, managers, your sales force, and leaders from across your organization with our instructor led management workshops. Receive certification, training, in consultation from our experienced team of experts who will help you every step of the way.
Once you have people inside of your business speaking the language of PDP, you will rocket toward your objectives faster than you ever imagined possible!
When it comes to creating amazing teams, especially when hiring, many businesses focus on the same worn out old candidate selection tactics only to wonder why things did not work out. And yet, if you ask them how much time they spend looking at resumes and preparing for an interview, most of them will tell you that it’s less time than it took them to scroll through the most recent postings on Instagram. This flyby approach for hiring will end up costing a lot of money if that new guy or gal does not work out – up to five times an employee’s first year of compensation.
Fortunately, there is a much more intelligent way of hiring by incorporating an upgraded HR approach with data and tools that help decode a human being. Humans are complicated. None of us come with an instruction manual. Therefore, in order to dramatically increase our hiring success rates, we need a better way to assess workplace behavior beyond what little information we can gather during the typical interview process.
We typically try to determine in interviews if this person is the right person by drilling down on experience, education, skill set, and knowledge. A structured interview is only 6% predictive of workplace performance. Interviews alone are not going to give us the information we need to determine if the candidate in front of you is the best match for your team.
Do you know that by utilizing behavioral assessments during your hiring process you can increase your chances of hiring the right person by almost four times?
Once you understand how someone is likely to behave in the workplace, you can use that data for hiring, building your salesforce, developing leaders, team building, and ensuring that your team members are in the right positions. As a result, your business will flourish and grow faster than ever.