Behavior, Performance & Recruiting October 2014 - - PowerPoint PPT Presentation

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Behavior, Performance & Recruiting October 2014 - - PowerPoint PPT Presentation

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Behavior, Performance & Recruiting October 2014 www.ShadowmatchUSA.com DFW Texas Recruiters Network Adrian Wood Experienced business leader with a passion for making companies of all sizes, from start-ups to global, successful through

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Behavior, Performance & Recruiting

October 2014

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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

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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

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Agenda

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  • 1. What is Behavior?

DFW Texas Recruiters Network

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Game rules

Two questions with several potential answers Provide a definitive answer …

Who is a Behavior Expert?

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Running Waving Trying to catch a bus Shouting Going to work

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Q1: What is he doing?

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Q2: What is he thinking?

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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

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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

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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

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There are two primary reasons why people struggle or fail in their role/team: But do you know which is more common?

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FACT

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

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

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  • 2. Measuring Behavior

DFW Texas Recruiters Network DFW Texas Recruiters Network

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Anyone can behave in a certain way on any given day … Our natural patterns define the intensity of

  • ur behavior

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Measuring Behavior

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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”

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  • 2. Measuring Behavior

What shape is your rubber band?

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Measuring Behavior

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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

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Measuring Behavior

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

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Measuring Behavior

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

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Measuring Behavior

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

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Measuring Behavior

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

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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

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Measuring Behavior

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

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Measuring Behavior

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

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Measuring Behavior

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

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Measuring Behavior

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

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Measuring Behavior

PEOPLE PREFERENCE: Behaviors & activities working for & with

  • people. Relationship building behavior.

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

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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

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Measuring Behavior

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  • 3. Behavior & Performance

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Behavior is the Lens we see through …

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Symptoms Root cause

Significant differences in behaviors between close-knit groups or individuals

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Under Performing Teams

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  • 3. Behavior & Performance

How do your rubber bands compare?

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Measuring Behavior

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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

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Age Gender Skill Personality Hobbies Habits Behavior Attitude

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How Teams Align

Images & Logo courtesy CBS Television Studios

But…..over time, behavioral preferences will rule!

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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

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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

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  • 4. Behavioral Analysis in

Recruiting

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Primary Applications for Behavior

SELECTION

benchmarking, job specification, behavioral interviewing, predicting performance

ONBOARDING

efficient assimilation, management styles, career planning, team alignment

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Benchmarks

Tangible and measurable targets that describe factors for success (specifically behaviors)

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Measuring What Works

  • r
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Is a call center agent a call center agent?

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Measuring What Works

“agent” “inbound” “outbound” “technical” “virtual” “office” “virtual” “office” “virtual” “office” “early” “day” “late” “early” “day” “late” “early” “day” “late” “other”

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Measuring What Works

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How impressive is this guy!?

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Why Some Candidates are Compelling

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

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What’s in the Secret Sauce? MOTIVATION

WHAT MAKES THE BEST CANDIDATE?

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  • 5. Summary & Questions

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  • 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
  • ptimal recruiting & onboarding process

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Takeaways

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Recommended Reading

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Weekly Blog - http://www.shadowmatchusa.com/blog

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Shadowmatch Tools & Resources

Adrian Wood

co-founder

16633 dallas parkway, ste 600 addison, texas 75001

  • ffice 972.588.3365

cell 972.849.9276 www.ShadowmatchUSA.com

@ShadowmatchUSA linkedin.com/in/adrianwood1/ vimeo.com/channels/shadowmatch facebook.com/ShadowmatchUSA

Try Shadowmatch! Log on to: www.KnowYourBehaviors.com

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Thank You

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