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 www.human-iq.com