behavior, performance & recruiting...istj (the duty fulfiller) “i find numbers & figures...

www.ShadowmatchUSA.com

Behavior, Performance & Recruiting

October 2014

2 www.ShadowmatchUSA.com

Experienced business leader with a passion for making companies of all sizes, from start-ups to global, successful through unique leadership and management strategies across functions and divisions.

Currently partnering with major clients including Bimbo Bakeries, Del Monte, Citrix, Microsoft and others to make them even more successful by focusing on workplace excellence through team behaviors.

Serving on the Quality of Hire board for the Institute of Human Resources

Adrian Wood

Co-Founder

DFW Texas Recruiters Network


1.What is Behavior?

2.Measuring Behavior Rubber Bands & Intensity

3.Behavior & Performance Behavior & Underperforming Teams

The impact of Behavioral Diversity

4.Behavioral Analysis & Recruiting How to leverage the information

5.Summary & Questions


Agenda


1. What is Behavior?



Game rules

Two questions with several potential answers

Provide a definitive answer …

Who is a Behavior Expert?



Running

Waving

Trying to catch a bus

Shouting

Going to work


Q1: What is he doing?


Q2: What is he thinking?



Behaviors: The actions we take and what we do, not why we do them

Habits: Preferences for certain behaviors that come naturally and form patterns that reinforce positive goals

In general, our behavior patterns do not change without significant effort

Definition of Behavior & Habits




Examples of Behaviors

Propensity to

Own

Propensity to

Hand-Off Simplification Resilience

Propensity to

Change

Handling

Frustration

Team

Inclination

Individual

Inclination

Self-Motivation Routine Problem Solving Responsiveness

Innovation People-Positive Discipline Handling

Conflict

Altruism Self-Confidence Leadership



Comparison of Personal Attributes

Finance Degree

10 Years in Accounting

ISTJ (The Duty Fulfiller)

“I find numbers & figures

fascinating and satisfying”

Simplification Problem Solving

Discipline Ownership

MBA & Sales

Methodology Training

7 Years selling to F500

companies

ESTP (The Doer) “There’s

nothing better than the thrill of

the chase and closing a big

deal”

Team-Oriented People-Positive

Resilient Non-Routine

SKILLS EXPERIENCE PERSONALITY BEHAVIORS


There are two primary reasons why people

struggle or fail in their role/team:

But do you know which is more common?


FACT

1. Lack of Skill/Competence 2. Mismatch of Attitude/Behavior

Source: Hiring for Attitude by Mark Murphy, CEO of Leadership IQ


2. Measuring Behavior




Anyone can behave in a certain way on

any given day …

Our natural patterns define the intensity of

our behavior


Measuring Behavior



Measuring Behavioral Intensity

RADICAL HABITS

STRONG HABITS

CONTEXTUAL BEHAVIORS

NECESSARY BEHAVIORS

PLANNED BEHAVIORS

“I PREFER NOT TO & HAVE TO PLAN FOR IT”

“I DO IT ONLY WHEN I REALLY HAVE TO”

“IF I NEED TO I CAN DO IT (OR NOT)”

“I REALLY PREFER TO DO IT THIS WAY”

“I CAN’T HELP BUT DO IT THIS WAY”


2. Measuring Behavior What shape is your rubber band?





Measuring Behavior



Measuring Behavior

ACTIVE EXPLORATION: Behavior of actively exploring the unknown & pushing boundaries.

OUTSIDE DOT – I REALLY prefer to do it this way

MIDDLE DOT – I CHOOSE which way I do it INNER DOT – I prefer NOT to do it this way



Measuring Behavior

BEING QUICK & EFFICIENT: The level of speed at which you Function, and the tendency to speed up!





Measuring Behavior

CHANGE: Working towards a different reality by seeking new processes, technologies & products. Challenging the norm!





Measuring Behavior

INDEPENDENT & INDVIDUALISTIC: The intensity of individuals to work without the help or support of team members.





Measuring Behavior

TASK & MATERIAL PREFERENCE: The actions are focused on tasks & tangibles as preferred working objects. Working with things!





Measuring Behavior

BOLD BEHAVIOR: How bold and assertive you are in your behaviors.

OUTSIDE DOT – I REALLY prefer to do it this way MIDDLE DOT – I CHOOSE which way I do it INNER DOT – I prefer NOT to do it this way



Measuring Behavior

STRUCTURE & DISCIPLINE: Preference towards structure, governance, and a controlled environment.





Measuring Behavior

ACCURATE WITH ATTENTION TO DETAIL: Collective habit of attention to detail & resolving problems. Success with detailed problems.





Measuring Behavior

MAINTAINING THE KNOWN: Actions preferring known processes, technologies & products. Keeping the status quo!





Measuring Behavior

COLLABORATIVE & COHESIVENESS: Preferred behavioral patterns of depending on colleagues for progress towards common goals.





Measuring Behavior

PEOPLE PREFERENCE: Behaviors & activities working for & with people. Relationship building behavior.





Measuring Behavior

CAUTIOUS BEHAVIOR: How cautious you are in your actions

OUTSIDE DOT – I REALLY prefer to do it this way MIDDLE DOT – I CHOOSE which way I do it INNER DOT – I prefer NOT to do it this way



Measuring Behavior


3. Behavior & Performance





Behavior is the Lens we see through …


Symptoms

Root cause

Significant differences in behaviors between

close-knit groups or individuals


Under Performing Teams


3. Behavior & Performance How do your rubber bands compare?




Measuring Behavior


+ -

+ -


The Pros and Cons of Behavioral Diversity

People with similar behaviors work well together

but, may be lacking key behaviors required

for team success

People with different behaviors bring balance to their team

but, may be frustrated with their working

relationship


Age

Gender

Skill

Personality

Hobbies

Habits

Behavior

Attitude


How Teams Align

Images & Logo courtesy CBS Television Studios

But…..over time, behavioral preferences

will rule!



Team Dynamics – The Cycle of Behavior

TEAM Integration

Emulation

Tension

Rejection The group becomes a

collective human energy of

behavior going through the

stages of integration,

emulation, tension and

rejection

Team Stages



The #1 Habit of Successful Teams

Propensity to

Own

Propensity to

Hand-Off Simplification Resilience

Propensity to

Change

Handling

Frustration

Team

Inclination

Individual

Inclination

Self-Motivation Routine Problem Solving Responsiveness

Innovation People-Positive Discipline Handling

Conflict

Altruism Self-Confidence Leadership


4. Behavioral Analysis in

Recruiting




Primary Applications for Behavior

SELECTION

benchmarking, job specification, behavioral interviewing, predicting

performance

ONBOARDING

efficient assimilation, management styles, career planning, team

alignment


Benchmarks

Tangible and measurable targets that

describe factors for success (specifically

behaviors)


Measuring What Works

or


Is a call center agent a call center agent?



“agent”

“inbound” “outbound” “technical”

“virtual” “office” “virtual” “office” “virtual” “office”

“early” “day” “late” “early” “day” “late” “early” “day” “late”

“other”


How impressive is this guy!?


Why Some Candidates are Compelling

What you think is “best” might actually be the “worst” option for your environment



What’s in the Secret Sauce?

MOTIVATION

WHAT MAKES THE BEST CANDIDATE?


5. Summary & Questions



1. Behaviors (what we do) can be observed and measured accurately

2. Don’t underestimate the impact of behaviors on candidate performance

3. Diversity of behavior is an asset and a liability when hiring into teams

4. Behavioral analysis is a key part of the optimal recruiting & onboarding process


Takeaways

behavior, performance & recruiting...istj (the duty fulfiller) “i find numbers & figures...

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