Some organizations don't know how to manage employees in a way that pushes everyone to the top of their game. They create a business strategy. They monitor their business results. But they don’t do the key “people work” in-between—and sadly, they fail to reach their goals.
If you can relate to this everyday scenario, you likely struggle from a talent gap. This gap causes low productivity, poor results, and missed opportunities—it’s the reason why most companies fail to perform at their highest potential. If you’re tired of falling short, talent optimization is the answer. Talent optimization is a four-part discipline that details what’s required for aligning your business strategy and your talent strategy so you can achieve your desired business results. At the core of talent optimization is the collection, analysis, and application of people data.
There are four aptitudes you must master to ace talent optimization:
Diagnose: You’ll measure your people data, analyze that data, and prescribe remedies as needed.
Design: You’ll create and evolve your people strategy.
Hire: You’ll use people data insights to hire top talent and build high-performing teams.
Inspire: You’ll use people data to drive important employee-oriented activities.
You’re spending time, money and energy measuring the critical areas of your business – sales, operations, marketing, finances – so why not your most critical resource?
We will put your people system in place so you can finally measure, predict and enhance your most valuable asset. Just like the other critical areas of your business.
People are complex and your work environment is constantly changing.
We will help you implement effective lasting change that is scalable and repeatable.
Our data-driven solutions help you align your organization, predict performance, optimize execution and transform your culture.
Misalignment between someone’s natural tendencies and their key job responsibilities
Have you ever worked a job that just didn’t match your skills or personality? Perhaps it was repetitive and monotonous, but you crave variety. Or maybe it was a job that required you to crunch numbers but attention to detail isn’t your strong suit. When an employee is stuck doing a job that’s a poor fit, they tend to check out pretty quickly.
You can avoid this misalignment by hiring for behavioral fit. To do this you need to understand their behavioral characteristics and the behavioral characteristics that are required of the role. For example, if you know the Role requires lots of interaction with other people, seek to hire a more extraverted candidate.
In addition to paying attention to fit during the hiring process, it’s necessary to continue to evaluate if an existing role is still the right behavioral fit for an employee. In rapidly changing work environments, jobs often take on new responsibilities. What a person was hired to do on day one may very well shift over time.
Misalignment between manager and employee
If a manager isn’t focused on inspiring their employees to be their best, they’re not really managing at all. They’re managing tasks—not people.
To be effective, managers need to adapt their management style to each employee’s needs, drives, and behavioral preferences. This allows them to get maximum impact, engagement, and productivity out of each employee.
But how do you understand an employee’s needs and drives? A workplace behavioral assessment will provide insight into what motivates an employee to perform—allowing managers to tailor their management style accordingly.
Remember the Golden Rule? “Do unto others as you would have them do unto you.” Well, that does not apply to good people management.
If you’re a manager, here’s a new Golden Rule: ‘Do unto others what motivates, excites, and engages them.’
When an employee doesn’t mesh with the people on their team
Lack of trust among co-workers. Uneven distribution of work. Chaotic or dysfunctional team meetings. These are all symptoms of poor employee-team fit.
When an employee feels out of place within a team, it can cause friction and lead to isolation and disengagement. Think about someone with low extraversion in a sea of social butterflies or a detail-oriented person surrounded by a team of big-picture people with low attention-to-detail. When these behavioral differences exist, it can be difficult to find common ground, form relationships, and find the right way to work together.
It’s important that both the team and the “outlier” be aware of their behavioral differences and learn how these can be used as an advantage to take the greater team forward—rather than be a cause of division.
When employees don’t align with the company’s culture or senior leaders
Imagine you have a company centered around bringing new products to market. Your company culture would likely value—and reward—innovation, agility, and risk-taking. And an employee who likes to know what to expect and exactly how to do their job might feel dreadfully out of place.
It’s important to find employees who identify with your mission, vision, and values, and who are behaviorally aligned to execute your business strategy. It’s also necessary to establish an organizational culture that rewards the behaviors required to successfully execute your business strategy. For example, if your culture thrives on compliance, you wouldn’t want to recognize and reward employees for generating new ideas. You would, however, want to reward an employee who adheres to rules and regulations.
Talent optimization is a human system you can replicate to create high-performing leaders at EVERY LEVEL. These leaders will align your business strategy with your people strategy and far exceed business results.
While it’s true that people are complex, this is no excuse to just accept the status quo. With the right people data in hand, talent optimization reveals that the way people behave and interact in organizations is in fact predictable given the business context. What matters most is to take an objective, systematic approach to understanding people in organizations and using the resulting insights to make improvements to the way they work.
Level Up – the Next Evolution in Leadership and Team Development
Leveraging a scientific, data-driven platform with high-touch engagement and a fast feedback loop will take your company, department or division to the next level of success and crush your business goals. This 4-step, 6-12 month initiative will get every leader in alignment and launch you forward to impossible to achieve results.
While you can repeat the initiative, during our 6-12 month initiative, we will:
We provide data, insight and results – faster, better, smarter.
Data for individuals is valuable, data collected for teams is priceless.