Finding The Right Career: Matching Your Behavioral Style with the Career that's Right for YouWritten by Arthur G. Schoeck
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Understanding difference between what we can do and what we want to do is of utmost importance. So many managers still can't understand why employees they know can do work are just not getting it done. The problem is usually from one of two conditions. Either they really don't know what behaviors company is looking for, or if they do know, those behaviors are too far removed from behaviors they prefer to exhibit. Though both are solvable, latter is easier to prevent, and prevention is extremely beneficial to bottom line. An ounce of prevention... Today, there are several inexpensive assessments that help individuals identify their behavioral style and which positions (with Directory of Occupational Titles classifications) would generally be most compatible with that style. For minutes it takes (30 or less) and cost factor (usually under $100), it is inexcusable to spend years in training and education without first assessing.
Arthur G. Schoeck is the President & CEO of Data Dome, Inc., located in Atlanta, Georgia. Arthur is a behavioral strategist and communications expert, specializing in style-based behavioral strategy. In recent years, over 15,000 executives, managers, and employees have benefited directly from his workshops and seminars. For further information on products and services contact Data Dome, Inc. at www.datadome.com .
| | "Square One: Personality Impacts Job Fit"Written by Arthur G. Schoeck
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The dominant quality we seek in a CSR is "S," steady and patient- a reactive, non-combative individual who listens well and is naturally empathetic to distraught callers. The second primary characteristic is "I," or influence. The person with a moderately high "I" in his or her profile is friendly and persuasive, and enjoys challenge of verbal dialog. The one quality you don't want is high "D." A confrontational person with a bent to disagree tends to heighten, instead of lessen, emotions of dissatisfied callers. The fourth characteristic is "C," or compliance, characteristic. I prefer "C" to be rather high in profile because this person has a tendency to follow rules you have established, and not make them up as he or she goes along. This "ideal" CSR profile I depicted on this page. You'll notice that I placed range boxes around "Xs" in each of D, I, S and C categories. However, you will rarely have latitude to fill your headsets with "ideal" candidates. As this profile system predicts impact a person will have on your organization, these boxes provide you with some flexibility as you seek qualified candidates. In no instance should this screening device be used to make hiring decision. This profile system is best used to filter-out candidates who will not last long in position. Why will they quit? When you ask a person to use behavior that is not naturally strong in him (or her), you ask him to conjure up qualities that do not reinforce his self-esteem. It's like asking Robin Williams to stop joking around! Let's look at what happened to Phyllis. An Example Of Evaluating Impact Each profile produces two graphs. Graph I displays motivated style, behavior a person demonstrates on job, and Graph II depicts innate, natural behavior. In interviewing process, you should primarily concern yourself with Graph II (basic style). In addition, Graph I (motivated style) gives you an idea of stress imposed on person in his or her previous position. Phyllis' graphs are depicted on this page. Phyllis has great potential, but not for position of CSR. In Graph II, she exhibits great drive (high "D") and a high sense of urgency (high "D" - low "S"), she is optimistic and enthusiastic (high "I"), has great natural self-confidence (high "I" - low "C"), but is impatient and a sporadic listener (low "S"), and prefers to do things her own way instead of way stipulated by her CSR manual.
Arthur G. Schoeck is the President & CEO of Data Dome, Inc., located in Atlanta, Georgia. Arthur is a behavioral strategist and communications expert, specializing in style-based behavioral strategy. In recent years, over 15,000 executives, managers, and employees have benefited directly from his workshops and seminars. For further information on the latest assessment tools, products and services contact Data Dome, Inc. at www.datadome.com .
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