by Cindy Moran, PI consultant
Since its appearance in mass in 1995, Emotional Intelligence has been widely adopted as a better success factor than IQ in predicting success in the workplace. The core skills of Self-Awareness, Self-Management, Social Awareness and Relationship Management create personal competence.
Human behavior is complex! Nature vs. nurture, true self vs. adapted behavior, and conversations about the masks we wear and how we affect others have sparked debate and valuable discussion among experts in many fields. So how do we truly understand ourselves and our teams to have personal competence…the kind that impacts morale and productivity?
Simply saying ‘I care’ or making a Core Value around your employees only scratch the surface.
Behavioral assessments can pave the way for transparent, objective, empathetic conversations that go deeper and have lasting career impact.
Daniel Goleman writes in his blog on June 30th, 2015:
In my emotional intelligence model, this positive environment results when people feel a particular kind of empathy, called empathic concern, toward those they work with. This genuine caring makes a team member, for instance, happy to put in a little extra time helping out a teammate. It makes a boss more likely to see a lapse as a learning opportunity for an employee rather than a black mark. And a boss with empathic concern will look for stretch challenges for workers, ones that will help them grow better at skills they need, rather than play-it-safe assignments.
A good assessment tool helps fresh, millennial or front-line employees acclimate to their job and to the company culture.
Also from Goleman’s blog:
A CEO told the Dalai Lama he was concerned about how stressed his entry-level employees were with their anxieties. The Dalai Lama’s response: “For their peace of mind, let the younger staff have an internal conversation—maybe once a week or every month—about their state of mind, their emotions, not the business.” They could share ideas on how to be resilient, confront challenges, be more effective, he added.
Behavioral assessments can also inform succession planning for future leaders by identifying high potential for next level and beyond.
Emotional Intelligence starts with empathy, and behavioral knowledge can take it to new heights that lead to engagement.
The Predictive Index behavioral assessment and suite of tools allow you to see behavior on three levels:
- The person’s natural self
- How the person changes behavior in response to the environment
- How the person behaves at work (or shows up to the interview)
In order to be successful, all three layers of behavior should be taken into consideration to see the ‘whole person’. This data is incredibly insightful to the individual to understand natural behavior, plus how perceptive and adaptable the behavior is in relation to expectations, and how those changes can be viewed by others. It is also insightful to share that data with managers and fellow employees in order to create high-producing, executing teams.
For example, PI client Emergent Ventures India reported that PI made it possible for employees to better understand each other, ensure strong job fit throughout the organization, and reduce conflicts. Behavioral results are discussed freely within the organization, bringing awareness about what each employee brings to the table and how they will thrive.
Personal competence is also about right fit for right role. When we behaviorally match the job we are doing, we work in flow and feel fulfilled. When we are not a match, there may be stress and loss of productivity.
Having the right behavioral data for people and positions leads to higher levels of personal competence and supports EQ in the workplace for real, measurable results!
For a demonstration of Predictive Index in your company, contact