Psychometrics: Are you an A or a B Business?
This week we're talking about something that I get asked all the time: How should we be using behavioural assessments with my team?
It's not good enough to just have people who are good at what they do as individuals, because we need people to work together as a team, and that team as a group towards a common goal.
But what if our differences in communication styles, work approach and perspective are affecting the way we work together and the outcomes we can achieve?
It’s only natural that we feel more comfortable with people who are like us, and when people are different it is harder to build trust and understanding, or to build empathy and collaboration.
And sometimes that can mean we go as far as to employ people who are similar to us instead of the ones who will really help us achieve our goals.
And, if we are not conscious of how our differences are a valuable to each other there will be more “cliques” of like-minded people, who stagnate and congratulate each other for being like them.
But the reality will also be more conflict, awkwardness and difficult conversations, and more unrest, instead of getting work done.
Much productivity is lost through lack of communication, diverse views, misunderstanding, niggles, conflict and bloody mindedness.
And as a workplace mediator too, I have seen my fair share of the carnage that has been caused by lack of empathy, understanding and collaboration.
So, what if you have a tool to help you to understand your own behavioural styles, and that of others?
Well, you will be better equipped to avoid the bumps in the road of team performance, and that is what a behavioural assessment (psychometric test) can help you and your team with.
No, it isn’t the answer to the question of the universe (that’s 32 😉), but it is a fabulously simple way to create a language that can be used to create discussion and understanding between the different members of your team, your peer group and any other bunch of people that have to get on and work together.
So, I’ll talk about DISC, because that’s my favourite tool. DISC gives us a simple language that brings conversation instead of annoyance, and means that Bob is going to be more accommodating to Felicity’s foibles, and will know it is not aimed at him, but more just a matter of perspective and human need.
It will mean that those people talk more about what they need, what will help them get on, and how they can do more of the very thing they love, along with less of what they hate (whilst their colleague grabs it with both hands).
But going at it half-baked is not good.
Just profiling a couple of new people and focusing on getting them to change is not how it works. This will just make people think their profile is the right profile, and confirm their biases to them.
The best way to use DISC and psychometrics is to embed the ideas and discussion across the whole team and bring it out in the open, not a matter of the good, bad and ugly (because there is no right or wrong, but only consciousness of the situation).
Every different type of person is valuable, and the more we see the benefit of the different “genius” of our team members, the more we can collaborate to greater effect.
You end up with a happier, more motivated and fulfilled team who want to be there and are able to do an amazing job in a trusted, capable environment, that you set up!
Imagine the outcomes once your team start collaborating instead of conflicting, and discussing instead of dissing!
We did a nifty 15-minute training on this subject which you can watch here
And, if you want to find out more about how you can implement in your team, then just drop me a line and we can discuss how we can help.
Julie.
Julie "Chief Impact Engineer" Hutchison
Email: [email protected]
P.S. Whenever you are ready...here are 4 ways I can help you increase your impact as a leader:
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