Coaching Resistant Employees

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.

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How to Get Deeper Insights from Interviews

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,, 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.

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Does Your Personality Make You A Better Salary Negotiator?

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.

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Using Emotional Intelligence to Create Loyalty

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.

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Characteristics of People with High Emotional Intelligence

How exactly does high emotional intelligence convert to high achievement?  Emotional intelligence is essentially the ability to identify and manage the emotions of oneself and others.  The article linked below provides some insights into 10 characteristics of people with high emotional intelligence and how these characteristics lead to high achievement.  Read on for some great insights!

Link to article here.

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Drake P3 and the Tuckman Team Development Model

The Drake P3 module incorporates the Tuckman Team Development Model for team analysis.  The Drake P3 Team Analysis report takes information from the personality profile and inserts it into the Tuckman model to help employees understand their most effective role(s) on a team.  For clients, this approach results in optimal team performance.  The following article compares the Tuckman Team Development Model to other well-known models.  An interesting read!

Click here to read article.

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Listening – The Most Important Leadership Skill

A number of my clients use Drake P3 in their Leadership Development programs.  I recently read the article linked below and thought it very insightful in light of the information overload that persists in business today.  The article discusses three levels of listening.

Click here to see article.

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What is 360-Degree Feedback? Why is it important?

Predictive Performance International, developer of the Drake P3 System, is launching a 360-degree feedback assessment which can be added to the Drake P3 System.  The product allows for employees to be reviewed by up to 10 reviewers who could be peers, direct reports, managers, internal or externals customers, or executives.  Companies typically use 360-degree feedback in leadership development programs or when there is an issue where the employee might benefit from this direct feedback.

In human resources or industrial/organizational psychology, 360-degree feedback, also known as multi-rater feedback, multisource feedback, or multisource assessment, is feedback that comes from all around an employee. “360″ refers to the 360 degrees in a circle, with an individual figuratively in the center of the circle. Feedback is provided by subordinates, peers, and supervisors but can also be extended to external sources such as customers and suppliers or other interested stakeholders with a unique working relationship and involvement with that person. It also includes a self-assessment and, in some cases, feedback may be contrasted with “upward feedback,” where managers are given feedback by their direct reports, or a “traditional performance appraisal,” where the employees are most often reviewed only by their managers.

The premise behind 360-degree feedback is that a person contributes to an organization’s success in complex ways and that this is best observed through the perspectives of the various people interacting with that person, rather than through only one person’s eyes (typically the employee’s manager).

Although 360-degree feedback offers a powerful tool for gaining insight into strengths and weaknesses of the feedback recipient, the real return on investment comes from its ability to bring about positive changes in someone’s behavior.

It is recommended to use 360-degree feedback primarily for development purposes.  The results from 360-degree feedback are often used by the person receiving the feedback to plan training and development.  This feedback facilitates an environment that encourages self- development, which leads to job satisfaction. This minimizes turnover and the costs associated with replacing employees.

Let me know if you are interested in learning more about this new tool from Drake P3!

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Emotional Intelligence and Performance

The article below, authored by Dr. Travis Bradberry, reinforces the rationale behind Predictive Performance Inc. including the measurement of Emotional Intelligence in the Drake P3 System.  Prior to hiring leaders or potential future leaders for your organization, evaluate their Emotional Intelligence in concert with their personality.

Read article here.

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Season’s Greetings!

A lesson in inspiring employees!

Tim Cook, CEO of Apple, recognizes the hard work of his employees in his holiday letter. A heartfelt thank you and well-deserved recognition may be all your employees need this holiday season.

Read the article here.

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