With many people blogging out there, how do you filter through the incredible amount of cyberspace information to find something relevant to you and your business? I will attempt to do just that, to deliver concise but informative business ideas and concepts to spark a thought, feed your curiosity and perhaps a call to action. As a quick introduction for those of you who do not know about Stewart Consulting Group; I am working with CEOs and senior leaders of companies by helping them develop a High Performance Company that integrates the concept of a balanced life with high performing teams of individuals that have clarity in their roles, have excellent job match, trust each other and use effective management tools and systems to reduce stress, yield higher productivity and improve the bottom line. The services are explained in more detail at www.stewart-cg.com.
So what is excellent job match? It is when the natural behavioral tendencies of an individual match the behavioral requirements of the job, basically job comfort. Jim Collins, in his book “Good to Great”, talks about getting the right people on the bus and in the right seat on the bus, but he just didn’t explain how to do that. In order to do so, one must have a basic understanding of behavioral analysis and how it affects what we do, how we do it and why we do it. Behavioral analysis was first introduced back in the 1920′s and has come a long way since then. Today there are dozens of behavioral assessment tools in the market such as the AVA ( activity vector analysis ), the DISK, Myers Briggs, Predictive Index, Caliper, Colbey Index, MBS and many more. Most of the tools use four dimensions to assess someone’s behavior: 1. assertiveness or dominant, 2. sociability or influential, 3. calmness or steadiness and 4. conformity or compliance. Typically everyone has two controlling dimensions that shape their actions, decision making and how they relate to others. Behavioral analysis tools do not measure intelligence, skills, ethics, education, attitude, morals and beliefs. So the goal is to match the behavioral requirements of the job with the strong dimensions of the individual; this will not guarantee job success, as there are other factors to consider for that, but it will dramatically improve the chances of job performance and satisfaction that leads to less stress and a happier employee.