I just reviewed an article that provides tips on how to keep employees engaged during COVID-19. Some employees are working remotely, while others just have additional distractions while at work or at home. The article takes about 10 minutes to read and is packed with useful information. The top three things I gleaned from the article are:
1. Keep your employee community strong by assigning collaborative projects or by hosting virtual coffee breaks.
2. Communicate frequently with your company’s COVID-19 advice, response, policies, and protocols.
3. Set clear objectives and deliverables and recognize/reward employees for completion.
If you have an extra minute, shoot me an email with your top three! email@example.com
I ran across an article recently that really spoke to the primary issue I see in my work using personality profiling to drive performance. The full article is worth reading, but the content that jumped out at me was:
“A workplace is an energy field. Good and bad energy — trust and fear, in other words — move in waves around us. We can feel them if we are paying attention.
The trust level on your team is a far better indicator and predictor of your results than the individual performance metrics of your team members, which are only numeric representations of the good or bad energy swirling around you.”
The article goes on to say that, as managers, we need to take responsibility for cultural and communication roadblocks that are impacting performance on our teams or across teams in the organization.
As we all head into the new year, let’s resolve to proactively address roadblocks and shift the energy in our workplace to good energy. Remember that your employees’ Drake P3 profiles are a great source of information about what motivates them!
I love a good infographic and was intrigued by the one at the link below. I hear from clients a fair amount about wanting their employees to use email less and to meet with colleagues and clients face-to-face more frequently. The infographic provides some data to support that objective.
Using personality profiling throughout an organization to enhance communication and cooperation can support efforts to make that face-to-face time most productive, by giving employees the ability to create rapport and to communicate most effectively with other profiled employees.
Face-to-Face Communication Infographic
As seen in the article below, most people struggle to evaluate their own work performance accurately. Drake has two tools in place to help employees to understand how they are viewed at work. In the Performance.expert module, Drake allows not only the employee’s supervisor to evaluate their performance, but also others in the organization – maybe a peer, direct report, or dotted-line supervisor could add to the overall evaluation of the employee. Additionally, Drake P3 has a Personal Perception Profile that allows an employee to understand how others in the organization perceive him/her. These tools can clear up misperceptions and misunderstandings, and generate positive learning and professional growth.
See article here.
Drake P3 is one of the few personality profiling tools that provides an assessment of a candidate’s Emotional Intelligence (EI). But what do you do as a hiring manager if your candidate comes back with a low score in one or more of the EI measurements?
We recommend using behavioral interviewing techniques just like we would to understand any other gaps between a candidate’s profile and a Job Profile, the set of personality traits and competencies that predict performance in a specific role.
Here are a few behavioral interviewing questions you could ask to understand a candidate’s EI:
- Interpersonal Insight: It can be challenging to understand the emotions of other people and to empathize with their perspectives. Tell me about a time when you were able to pick up on the emotions of another person in order to understand their point of view.
- Self-Management: Tell me about a time when you were able to control an emotional reaction to a situation at work. How do you think this control paid off for you?
- Drive: Tell me about a time when you persevered despite obstacles or disappointments along the way. Describe how you overcame the obstacles.
- Social Agility: Tell me about a recent conflict at work that you helped to prevent or resolve. What was your role in the conflict? What was the outcome?
- Personal Insight: Tell me about a work situation that really “pushed your buttons.” How did you react to the situation?
Hopefully, these questions will enable you to extend your interviews to include Emotional Intelligence.
The article below was written by the Founder of Redbox, and is a note to his son as the son begins his first corporate internship. Dad offers 18 pieces of advice, but my favorite is #9, “You are responsible for the relationship with your boss.”
One of the areas that we focus on at Ascend Profiles is encouraging employees to gain an understanding of the personalities of those with whom they work, so that they can optimize communication with co-workers. If your boss is an extrovert, what tactics should you use when writing, speaking, or debating with him/her in order to ensure you are heard? How about if your boss has a dominating personality or always appears to be in a hurry? Understanding the keys to effective communication is just one of the many benefits of personality profiling for your company.
Read article here.
Recently, I was working with a client who noted that some of their tenured employees were resistant to change. They were interested in how to coach employees to embrace change. Of course, using Drake P3 to understand individual employees and what motivates and/or demotivates each one and incorporating information about their competencies and learning styles was part of the equation, but I also felt that the article below provided some direct (and a tiny bit harsh) recommendations on how to address resistant employees. It is worth the 4 minutes to read.
Read article here.
Hiring managers often ask me to provide them with a few good interview questions in order to ensure they are gathering the best information possible in the interview process.
The easy answer is that the employee selection module of Drake P3, Selection.expert, provides both personality-based and position-based behavioral interviewing questions for hiring managers to help them gain deeper insights into candidates.
Even with this easy solution, I always like to keep my eyes open for some interesting interview questions that can elicit some deeper insights. The options in the attached article are on target!
Read article here.
The author of the article below was asked if there are any particular personality traits or characteristics that make one a better salary negotiator. His response was that the ability to both understand and communicate one’s value to a prospective employer is what is most important. Where I believe personality comes into play is in the communication. As we advise every day, gaining an understanding of your own personality and the personality of those with whom you are communicating can help you to communicate most effectively with them. Are you negotiating with a hiring manager with high Dominance? Be sure to be direct, concise, and factual. Take time to instill confidence and don’t be afraid to ask tough questions. Does the hiring manager have high Extroversion? Be friendly and enthusiastic and be sure to establish rapport. Some small talk is OK. If the hiring Manager has high Patience, you’ll want to instill dependability. Courteousness and a slower delivery style will help you to communicate most effectively with this manager. If the hiring manager has high Conformity, you’ll want to focus on being detailed and accurate in your responses. You’ll need to establish credibility and use facts and data to back up your statements. Once you understand how you can contribute to the company, use the insights gained from personality profiling to communicate your value most effectively!
See article here.
Emotional Intelligence is always a hot topic with clients. For some, it is the first place they look when hiring for leadership roles in their organizations. This article, by renowned physician, Deepak Chopra, discusses how use of emotional intelligence can develop bonds between leaders and employees that cause lasting loyalty.
Read article here.