Businesses must adapt, avoid extinction

In a world that never stops changing, organizations that fail to adapt to the needs of the modern workforce will be unable to survive.

Sounds harsh, right? But if you consider the changing needs of a modern workforce, one can clearly see it is vital for a company to either adapt, or find itself struggling to attract and keep the right employees, and, by extension, the right customers.

Fortunately, the answers to the challenges facing organizations today can be found as an integral part of the principles upon which Human-IQ is based.

The truth about change

A favorite cliché in business and in life is: The only thing constant is change. While this succinct phrase encapsulates many of the things organizations and individuals must accept in order to thrive, there is one caveat to this long-held notion. Amid all the change, one thing remains at the core of any business, the key to its success or failure, and that is: People.

Understanding people

The paradox is that even though people are the unchanging factor in any business, they are also complex, made up of certain elements that can change. People have drives, which create needs and ultimately lead to behaviors. If you can successfully navigate this chain of thinking, you will be more successful in understanding and meeting their potentially changing needs.

Determining their behavior

Based on more than 500 validity studies to show the science behind it, Human-IQ delivers a six-minute assessment that can, in essence, read and categorize a person’s drives. Their answers to a free choice stimulus based response assessment show the person’s drive in four different areas.

* Dominance — the drive to insert influence over people and events

* Extraversion — the drive to work with and through people

* Patience — the drive for consistency and stability

* Formality — the drive to conform to rules and structure

Based on the responses, Human-IQ trains individuals, managers and executives to see more clearly what drives them to perform, which in turn shows the needs that must be met in order to yield the most effective behavioral outcome.

As Brittni Shelton, President and Dean of Peopleness at Human-IQ, says, “If people are self aware, they work better.”

It also becomes a management tool.

“It really helps people to know if they’re in the right place,” Shelton says.

Trends of the modern workforce

According to the Gallup State of the American Workplace report from 2018, there are several trends emerging in the modern workforce. For example, workers today — particularly Millennials — tend to look at a role and a company with specifically designed expectations. No longer are they willing to contort themselves to fit into the company mold, they expect the job to reflect their ideals. They want their work to have meaning and purpose.

However, according to Gallup, only about one-third of employees are engaged in their work and workplace. And a mere one in five says they are “managed in a way that motivates them to do outstanding work.”

Knowing and understanding what drives each individual employee allows the employer to tailor his or her management style to meet the needs of the employees, thereby creating stronger work ethic and better business behavior.

Call to action

Although some of the information gleaned from resources such as the Gallup SOAW report may see like a passing fancy, it is not wise to sit back and hope things go back to “business as usual.”

“The one thing leaders cannot do is nothing. They cannot wait for the trends to pass them by, and they cannot wait for millennials to get older and start behaving like baby boomers,” according to Gallup’s report.

The time to act is now. And the first step in the process is at your fingertips with Human-IQ.


Learn to speak Millennial-ese

When it comes to older generations communicating with Gen Y and Z, there’s no disputing, they are definitely speaking different languages. Key among the various dialects of millennial-ese is an understanding of, and an expectation for, instant gratification.

Those from previous generations may bristle at the mere mention of instant gratification. To them it is often on par with entitlement, selfishness, laziness and more. Whether or not your propensity toward moral high ground has you shaking your head at all things instantaneous, the fact is, as a business owner there are certain elements of the Millennial-mentality that you simply cannot push away.

You have to learn to talk their talk.

The gradual growth of instant fulfillment

Some might argue it is up to the older generation to de-emphasize the necessity for instant results among Gen Y and Zers, but really, when it’s all they’ve ever known it’s a reality they’re not likely to outgrow.

Think about it. Generation Y (born 1980 to late 1990s), and even more so Generation Z (born 1995 to 2012), has never known a life without fast returns. Instant messaging on your computer and phone; microwavable mac & cheese cups — because the regular packages just take too long. Rice Krispie Treats were once known as the easiest snack to whip up, taking little time or effort. Now, you can buy them already made, leaving nothing between you and your snack except a shiny, blue foil wrapper. Online shopping, next — or even same — day delivery; answers at the touch of a button, or a simple query staring with “Alexa.”

Texting vs. phone calls were once held up as the prime example of the new generation’s shorthand. But emoji communication has taken over the need to even text full, or abbreviated words. Now you can instantly tell the world whether you find the situation you are in to be worthy of a smile, an eye roll or a host of other emotions.

But what does all this mean for your company?

Integrating new language into your business

According to a survey by LinkedIn, the number of companies a person will work for in the five years after they graduate has nearly doubled in the last 20 years. And the number of companies people work for during the 5-10 years after graduating has also increased. Why? It may be due in part at least to the need for instant gratification.

Today’s workforce is used to instant changes, instant promotions, instant feedback and instant success. While you may not be able to meet their needs on each of these scores, finding some common ground is imperative in keeping your employees engaged and employed at your company.

One company, featured in an article on Human Resources Today, recommends a program called DailyPay that allows employees to receive earned wages instantly, rather than waiting two weeks for payday.

Human-IQ resources

The key in all of this is understanding how your employees communicate and learning to speak their language, regardless of the generation with which they align. Human-IQ offers several resources to help translate those languages into something you can easily identify and gives ways for you to respond.

The Predictive Index (PI) for example. It takes just six minutes for employees to fill out the assessment. Then Human-IQ, a Certified partner, evaluates the results and reveals information about each employees’ behavioral patterns, including the “language” they speak.

You have enough to worry about as a business owner. Don’t let the generation gap be one of the hurdles in your life. Find out more by contacting Human-IQ here. It’s your first step in learning to talk their talk.

People Analytics | The game changer

When it comes to recruiting and retaining the right employees for your business, it’s important to understand the rules of the game. But what if you knew more about the players in the game too? It’s all part of “Big Data,” an idea that has taken the human resources industry by storm. And it is precisely what Human-IQ’s resources, offer your company. A more informed, more intelligent way of understanding the players in the game — which will ultimately lead to a more engaged work force and stronger outcomes for your company.

What is ‘Big Data’?

In the wake of heated debates on data acquisition and privacy (hello, Facebook data gathering scandal), some might be deterred by a conversation praising the benefits of data gathering. But the kind of data available to human resources professionals has the potential to ensure proper alignment within a given company. It offers a way to identify management “blind spots,” according to Cornerstone, a talent management company, and answer a variety of questions about productivity, efficacy of training programs and more.

In other words, “Big Data” is a general term for the large quantity of employee, customer and transactional data available in organizations.

It can be powerful if you seek out the right resources to help you gather, interpret and implement the findings from your data.

That’s where Human-IQ steps in. With three objective points of data — behavioral assessment, cognitive assessment and job assessment — you can be sure you are attracting, hiring and keeping the right employees.

Benefits of People Analytics

Recent studies have shown that engaged employees want to come to work 65 percent more than disengaged employees. How do you know what will engage them? You need the data. You need people analytics.

Human IQ helps unlock big data.
Unlock the information you need with the resources available at Human IQ.

Amazingly, you can gather all the data you need in just six minutes. A simple, open-ended assessment allows employees to select from a list of words to describe how they perceive themselves, and how they hope to be perceived. Then the experts at Human-IQ teach you how to decode all the complexities of each employee’s behavior and ensure they are on the path that best fits them and your business needs.

When hiring, the old method was basically two-fold. Read through a stack of resumes. Then, attempt to discern and quantify potential employees’ skill set during a subjective interview.

In today’s world, that isn’t enough.

According to a 2017 article in Forbes Magazine, there is now an increased focus on measuring diversity, gender pay equity, skills gaps, labor utilization, retention rates, real-time feedback and organizational network analysis.

In other words, “People analytics is a vital part of running a high performing company.”

Backed by science

Although your intuition cannot be overlooked entirely, when you’re pitching a potential employee’s qualifications to upper management, they’re going to want some hard evidence. Science based facts. That’s exactly how Human-IQ operates. With more than 20 million people assessed, their tools can accurately predict behavior in any job, any industry.

Face it, with all the information available out there, isn’t it time to hire smarter?

Inside scoop | The Power of 6 Minutes

Sitting in a room with a person I’ve met only briefly, I wasn’t sure exactly what to expect from what she referred to as a “readback.” I was told it would offer insights into my behavior, but to be honest, I wasn’t sure how that was possible. After all, I had only spent a few minutes checking boxes on an online form, choosing words that resonated with the way I see myself, and the way I think others see me.

Then Brittni, an experienced business owner of Human-IQ, started talking to me about traits  in my behavior patterns and my jaw went slack. Her description of my response to certain situations was eerily accurate. But she doesn’t know me. It was fascinating.

No Tarot cards here

Having someone you’ve just met offer an in-depth description of your behavior — and the behavior you wish you possessed — well, it sounds a little like fortune telling, am I right? But this meeting didn’t include Tarot cards. There was no crystal ball and she wasn’t wearing a costume reminiscent of Esmeralda from The Hunchback of Notre Dame. This meeting, or read-back, was entirely based on science. Science that is proven to be an amazing tool to revolutionize the way businesses hire, and the way employees interact.

It’s called Predictive Index and it was administered by the experts at Human-IQ.

Predictive Index

The result of decades of research, the Predictive Index Behavioral Assessment is a scientifically validated, free-choice stimulus response assessment that was created through normative samples of thousands of people. It allows you to decode the complexities of people in order to recognize what drives workplace behaviors so that, when administered by Human-IQ, you can reach your team’s true potential, and accomplish your business objectives. Because no matter what business you are in — you’re in the business of people.

Breaking it down

The science behind this “read-back” shows that regardless of how people try to manipulate their personalities to fit a certain job description, or whether they would prefer to act in a certain way, the fact is, people will always come back to their natural behavior. Because of that, you want to be sure a potential employee’s true behavior will be the right fit for the job. And you want to be able to interact with their behavior effectively.

Unlike some personality tests or other assessments that force participants to choose from a selection of multiple choice answers and true/false questions, even if none of the answers are the best fit, the assessment eliminates the either/or. It takes away the funnel that forces people into one of the pre-determined color-coded, seasonal or otherwise named categories. The free choice stimulus means that, of the dozens of words on the screen, you can mark as many, or as few, as you feel pertain to you.

The results

Thanks to the free choice forum, the results are as individual as the people clicking boxes on their screen. Those individualized results are broken down into four main categories to show where your natural behavior lands. Ultimately, it shows you — and the people around you — your behavior patterns when it comes to your drive to insert influence over people and events, your drive to work with and through people, your drive for consistency and stability, and your drive to conform to rules and structure.

There is no good or bad, no right or wrong. It just comes down to what drives the person, and what their needs are.

The readback 

Once you complete the approximately 6-minute assessment, the results are reviewed by Brittni, a Certified Partner of Predictive Index. After that, it’s time for the readback.

Instead of cheap tricks and psycho-babble, which I had expected, the biggest surprise I experienced was how truly accurate it was.  There it was, in print, black and white, a description of things I’ve always known but have had a hard time expressing or relating to others about me.  As an example of this accuracy, I found myself thoroughly enjoying the interaction with Brittni regarding my results: but this was no surprise to her, as my “need for collaboration and social interaction” was clearly indicated in my unique pattern.

Equally remarkable, the assessment detailed my need to be perceived in different ways in different circumstances.  It also demonstrated how this need could create conflict in my ability to perform and work with others.  This information was an epiphany to me and I can clearly see why anyone who works with me would want to leverage this information to their–and my–advantage.  As seemingly complex as the information was, it was easily illustrated and explained in my pattern.

I’m pretty sure my mouth was agape when she showed me that particular part of my pattern.

Taking it to the next level

As exciting as it is to simply learn more about yourself, or to revel in what you already know, Human-IQ is about far more than graphing the complexities of human behavior. It’s about applying it to the work place. 

This is where things get really fascinating.

Thanks to a combination of four primary behavioral factors and their relation to one another, this pattern becomes a simple framework for understanding the workplace behaviors of candidates and employees. Such knowledge translates into the ability to predict workplace behaviors and motivating needs.

With the help of Human-IQ, you can capture the behavioral requirements of a specific job while considering the specific competencies, team dynamics and overall workplace culture. Administering the assessment to key stakeholders hiring, managing or working with a particular position will allow you to determine which candidates are the best fit.

When used competently, Human-IQ can help create a scientifically valid methodology for predicting behavior and making the best human capital management decisions.

Ultimately, your company saves money by getting the right people in the right positions and managing them in a way that they will produce the best results.

If you are ready for a more effective work place, a better method for managing employees, or to learn how to better utilize your own strengths, it’s time to get Human IQ involved.

Do you have six minutes? Click here.

The scoop on self awareness

In an era of selfies, self-care and dozens of other activities all surrounding the self, it may surprise people to note that one deficit in the workforce, particularly in executive leadership, is often a person’s lack of self-awareness.

And it’s a deficit that carries a high price.


The study

This information came forth as part of a study commissioned by Green Peak Partners and conducted by Cornell’s School of Industrial and Labor Relations, examining 72 executives at public and private companies. According to an article published by the American Management Association, after exploring the leadership styles and backgrounds of these C-level, presidents and other business executives, researchers found that, “executives most likely to deliver good bottom line results are actually self-aware leaders who are especially good at working with individuals and in teams,” says J.P Flaum, managing partner at Green Peak Partners Boards.

This argument is corroborated in numerous articles, including a 2012 piece in the Harvard Business Review.

“There is one quality that trumps all, evident in virtually every great entrepreneur, manager and leader,” says Anthony K. Tjan, co-author of “Heart, Smarts, Guts and Luck.” “That quality is self-awareness.”

But as Tjan says, the real secret is not merely recognizing the need for self-awareness, it is actually figuring out how to become more self-aware.

Here’s where the experts at Human-IQ come in.

Hiring smarter

The idea of matching people’s behavior with the behaviors you wish to see inside your company is no surprise to the team at Human-IQ. In fact, hiring smarter is one of the main tenets of this innovative organization.

Utilizing 60 years of business research, coupled with more than 500 scientific case studies to uphold the methodology, Human-IQ applies sound behavioral, cognitive and skill matrices to current and prospective employees in your business in order to maximize their happiness, productivity and longevity. Key among these behavioral patterns assessed by Human-IQ is, you guessed it, self-awareness.

“Self awareness is critical for leadership and is the core of what we do at Human-IQ,” says Brittni Shelton, president of Human-IQ. “When people are aware of their needs and behaviors, they demonstrate better workplace performance.”

As is evident in the research, ensuring company leadership, as well as employees, have access to tools to increase self-awareness will ultimately improve the bottom line. No longer is it enough for C-level executives to simply sit in on meetings, they need to understand the interactions in the company. They need to know how to interact with employees in a way that resonates with the employee.

These are the tools available with Human-IQ.

“Each client that goes through our state-of-the-art training experiences a variety of ‘a-ha’ moments in which they become aware of why they do the things they do,” Shelton says. “Our training uses various hands-on activities in which each person discovers their drives and needs, and how they affect the workplace as well as those they work with.”

When it comes to business, no matter your industry, you are in the people business.

Learn more about Human-IQ and the unique training opportunities by calling 844-HUMANIQ or continue reading at