Creating the Perfect Fit!
- Are you interested in working with a team of people who are highly motivated to perform?
- Would you like to understand, predict and influence the behaviour of others by simply having a 20 minute conversation with them?
- How much easier would this make your job in leading and motivating them and creating the perfect fit in any team?
- Imagine if you could accurately predict an employee’s job longevity, how much time, money and stress would this save you?
One of the reasons why people work together is so that they can benefit from the synergy. After all, when there is synergy the sum of the parts is greater than the whole. Sometimes in business there can be conflict instead, where the sum of the parts is less than the whole. So instead of working harmoniously together, the individuals in the team or business find themselves working in different directions, which results in inconsistent bottom line results for the business.
Regardless of whether you are a team of one or hundreds, you can benefit from the following tips to develop greater alignment with your team, customers, suppliers, alliance/referral partners and business colleagues.
There are many different things that motivate and drive behaviour and performance. In fact, every person has over 60 different underlying motivators and performance drivers that make up their personality, and three of these are illustrated below. Please keep in mind that there is a whole range in between the extremes presented below, which are also important in order to accurately predict behaviour and performance.
This driver determines whether a person’s energy is mainly centred on achieving goals or solving problems. Generally, people who are motivated to achieve goals are good at managing priorities and they may have difficulty recognising problems. In contrast, people who are mainly focused on problems will be motivated to solve problems, will focus on what could go wrong and may have difficulty keeping focused on goals.
External and Internal Motivation
This driver determines whether a person is motivated by external or internal feedback. People who are motivated by external feedback seek the judgements and opinions of other people or feedback from reports, financial markets, etc.. Meanwhile, those who are internally motivated will use their own internal standards to motivate themselves. For them, external feedback is unnecessary and could even be detrimental to their performance.
Options versus Procedures
This driver determines whether a person prefers to continually seek alternatives or prefers to follow established procedures. The former will be compelled to create their own procedures and systems, while the latter will prefer to religiously follow a set procedure.
Can you imagine what would happen if a franchise like McDonalds hired an employee who prefers options? Every burger would be different! Or if an entrepreneur had a problem focus, how much longer would it take them to achieve their goals? Or how annoyed would the internally motivated staff member feel if their manger kept giving them weekly or even monthly feedback on their performance?
Included among the other drivers are: being able to accurately predict the job longevity of a potential employee, predicting the natural fit between a role and an individual and predicting how an employee deals with stress at work. All very useful to know prior to investing in a new employee!
Predicting Behaviour and Performance
Understanding and accurately identifying these drivers is critical to predicting behaviour and performance. To assist with this, each of the 60+ drivers has a unique set of questions. Because these drivers are unconscious motivators that even the person being assessed is unaware of, asking questions to which the answers are obvious will be useless and will provide inaccurate results. These drivers are best discovered by asking a series of questions conversationally. The very nature of the questions being asked makes it nearly impossible for people to make things up or to give you the answers they think you want to hear.
Because all 60+ drivers are interconnected, it is important to discover all of these so as to obtain an accurate picture and predictor of performance and fit with a team. The best way to discover these is in a 20 minute conversation with an individual.
Importantly, any and all of these drivers can be easily changed with Qt’s behavioural change techniques and processes. Therefore, if one or more people in your team has great skills, however their attitude or personality is less than a perfect fit, we can assist them to make the appropriate changes, saving you much stress, time and money!
Imagine now being able to accurately predict and influence your team’s, suppliers’ and customers’ behaviour! And applying this information to create a perfect fit in any team, and boosting your bottom line results!
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