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Behavior, Performance & Recruiting
October 2014
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Experienced business leader with a passion for making companies of all sizes, from start-ups to global, successful through unique leadership and management strategies across functions and divisions.
Currently partnering with major clients including Bimbo Bakeries, Del Monte, Citrix, Microsoft and others to make them even more successful by focusing on workplace excellence through team behaviors.
Serving on the Quality of Hire board for the Institute of Human Resources
Adrian Wood
Co-Founder
DFW Texas Recruiters Network
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1.What is Behavior?
2.Measuring Behavior Rubber Bands & Intensity
3.Behavior & Performance Behavior & Underperforming Teams
The impact of Behavioral Diversity
4.Behavioral Analysis & Recruiting How to leverage the information
5.Summary & Questions
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Agenda
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1. What is Behavior?
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Game rules
Two questions with several potential answers
Provide a definitive answer …
Who is a Behavior Expert?
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Running
Waving
Trying to catch a bus
Shouting
Going to work
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Q1: What is he doing?
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Q2: What is he thinking?
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Behaviors: The actions we take and what we do, not why we do them
Habits: Preferences for certain behaviors that come naturally and form patterns that reinforce positive goals
In general, our behavior patterns do not change without significant effort
Definition of Behavior & Habits
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Examples of Behaviors
Propensity to
Own
Propensity to
Hand-Off Simplification Resilience
Propensity to
Change
Handling
Frustration
Team
Inclination
Individual
Inclination
Self-Motivation Routine Problem Solving Responsiveness
Innovation People-Positive Discipline Handling
Conflict
Altruism Self-Confidence Leadership
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DFW Texas Recruiters Network
Comparison of Personal Attributes
Finance Degree
10 Years in Accounting
ISTJ (The Duty Fulfiller)
“I find numbers & figures
fascinating and satisfying”
Simplification Problem Solving
Discipline Ownership
MBA & Sales
Methodology Training
7 Years selling to F500
companies
ESTP (The Doer) “There’s
nothing better than the thrill of
the chase and closing a big
deal”
Team-Oriented People-Positive
Resilient Non-Routine
SKILLS EXPERIENCE PERSONALITY BEHAVIORS
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There are two primary reasons why people
struggle or fail in their role/team:
But do you know which is more common?
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FACT
1. Lack of Skill/Competence 2. Mismatch of Attitude/Behavior
Source: Hiring for Attitude by Mark Murphy, CEO of Leadership IQ
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2. Measuring Behavior
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DFW Texas Recruiters Network
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Anyone can behave in a certain way on
any given day …
Our natural patterns define the intensity of
our behavior
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Measuring Behavior
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Measuring Behavioral Intensity
RADICAL HABITS
STRONG HABITS
CONTEXTUAL BEHAVIORS
NECESSARY BEHAVIORS
PLANNED BEHAVIORS
“I PREFER NOT TO & HAVE TO PLAN FOR IT”
“I DO IT ONLY WHEN I REALLY HAVE TO”
“IF I NEED TO I CAN DO IT (OR NOT)”
“I REALLY PREFER TO DO IT THIS WAY”
“I CAN’T HELP BUT DO IT THIS WAY”
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2. Measuring Behavior What shape is your rubber band?
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DFW Texas Recruiters Network
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Measuring Behavior
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Measuring Behavior
ACTIVE EXPLORATION: Behavior of actively exploring the unknown & pushing boundaries.
OUTSIDE DOT – I REALLY prefer to do it this way
MIDDLE DOT – I CHOOSE which way I do it INNER DOT – I prefer NOT to do it this way
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Measuring Behavior
BEING QUICK & EFFICIENT: The level of speed at which you Function, and the tendency to speed up!
OUTSIDE DOT – I REALLY prefer to do it this way
MIDDLE DOT – I CHOOSE which way I do it INNER DOT – I prefer NOT to do it this way
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Measuring Behavior
CHANGE: Working towards a different reality by seeking new processes, technologies & products. Challenging the norm!
OUTSIDE DOT – I REALLY prefer to do it this way
MIDDLE DOT – I CHOOSE which way I do it INNER DOT – I prefer NOT to do it this way
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Measuring Behavior
INDEPENDENT & INDVIDUALISTIC: The intensity of individuals to work without the help or support of team members.
OUTSIDE DOT – I REALLY prefer to do it this way
MIDDLE DOT – I CHOOSE which way I do it INNER DOT – I prefer NOT to do it this way
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Measuring Behavior
TASK & MATERIAL PREFERENCE: The actions are focused on tasks & tangibles as preferred working objects. Working with things!
OUTSIDE DOT – I REALLY prefer to do it this way
MIDDLE DOT – I CHOOSE which way I do it INNER DOT – I prefer NOT to do it this way
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Measuring Behavior
BOLD BEHAVIOR: How bold and assertive you are in your behaviors.
OUTSIDE DOT – I REALLY prefer to do it this way MIDDLE DOT – I CHOOSE which way I do it INNER DOT – I prefer NOT to do it this way
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Measuring Behavior
STRUCTURE & DISCIPLINE: Preference towards structure, governance, and a controlled environment.
OUTSIDE DOT – I REALLY prefer to do it this way
MIDDLE DOT – I CHOOSE which way I do it INNER DOT – I prefer NOT to do it this way
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Measuring Behavior
ACCURATE WITH ATTENTION TO DETAIL: Collective habit of attention to detail & resolving problems. Success with detailed problems.
OUTSIDE DOT – I REALLY prefer to do it this way
MIDDLE DOT – I CHOOSE which way I do it INNER DOT – I prefer NOT to do it this way
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Measuring Behavior
MAINTAINING THE KNOWN: Actions preferring known processes, technologies & products. Keeping the status quo!
OUTSIDE DOT – I REALLY prefer to do it this way
MIDDLE DOT – I CHOOSE which way I do it INNER DOT – I prefer NOT to do it this way
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Measuring Behavior
COLLABORATIVE & COHESIVENESS: Preferred behavioral patterns of depending on colleagues for progress towards common goals.
OUTSIDE DOT – I REALLY prefer to do it this way
MIDDLE DOT – I CHOOSE which way I do it INNER DOT – I prefer NOT to do it this way
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Measuring Behavior
PEOPLE PREFERENCE: Behaviors & activities working for & with people. Relationship building behavior.
OUTSIDE DOT – I REALLY prefer to do it this way
MIDDLE DOT – I CHOOSE which way I do it INNER DOT – I prefer NOT to do it this way
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Measuring Behavior
CAUTIOUS BEHAVIOR: How cautious you are in your actions
OUTSIDE DOT – I REALLY prefer to do it this way MIDDLE DOT – I CHOOSE which way I do it INNER DOT – I prefer NOT to do it this way
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Measuring Behavior
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3. Behavior & Performance
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Behavior is the Lens we see through …
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Symptoms
Root cause
Significant differences in behaviors between
close-knit groups or individuals
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Under Performing Teams
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3. Behavior & Performance How do your rubber bands compare?
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Measuring Behavior
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+ -
+ -
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The Pros and Cons of Behavioral Diversity
People with similar behaviors work well together
but, may be lacking key behaviors required
for team success
People with different behaviors bring balance to their team
but, may be frustrated with their working
relationship
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Age
Gender
Skill
Personality
Hobbies
Habits
Behavior
Attitude
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How Teams Align
Images & Logo courtesy CBS Television Studios
But…..over time, behavioral preferences
will rule!
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Team Dynamics – The Cycle of Behavior
TEAM Integration
Emulation
Tension
Rejection The group becomes a
collective human energy of
behavior going through the
stages of integration,
emulation, tension and
rejection
Team Stages
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The #1 Habit of Successful Teams
Propensity to
Own
Propensity to
Hand-Off Simplification Resilience
Propensity to
Change
Handling
Frustration
Team
Inclination
Individual
Inclination
Self-Motivation Routine Problem Solving Responsiveness
Innovation People-Positive Discipline Handling
Conflict
Altruism Self-Confidence Leadership
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4. Behavioral Analysis in
Recruiting
DFW Texas Recruiters Network
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Primary Applications for Behavior
SELECTION
benchmarking, job specification, behavioral interviewing, predicting
performance
ONBOARDING
efficient assimilation, management styles, career planning, team
alignment
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Benchmarks
Tangible and measurable targets that
describe factors for success (specifically
behaviors)
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Measuring What Works
or
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Is a call center agent a call center agent?
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Measuring What Works
“agent”
“inbound” “outbound” “technical”
“virtual” “office” “virtual” “office” “virtual” “office”
“early” “day” “late” “early” “day” “late” “early” “day” “late”
“other”
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Measuring What Works
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How impressive is this guy!?
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Why Some Candidates are Compelling
What you think is “best” might actually be the “worst” option for your environment
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What’s in the Secret Sauce?
MOTIVATION
WHAT MAKES THE BEST CANDIDATE?
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5. Summary & Questions
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1. Behaviors (what we do) can be observed and measured accurately
2. Don’t underestimate the impact of behaviors on candidate performance
3. Diversity of behavior is an asset and a liability when hiring into teams
4. Behavioral analysis is a key part of the optimal recruiting & onboarding process
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Takeaways
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Recommended Reading
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Weekly Blog - http://www.shadowmatchusa.com/blog
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Shadowmatch Tools & Resources
Adrian Wood co-founder
16633 dallas parkway, ste 600
addison, texas 75001
office 972.588.3365
cell 972.849.9276
www.ShadowmatchUSA.com
@ShadowmatchUSA
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Thank You
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