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Behavior is the Biggest Predictor of Performance

headlogoBehavior is the Biggest Predictor of Performance

It is said that behavior is the biggest predictor of performance, and if you look at the reasons people are fired you can understand why. It isn’t because of their education or technical skills; it almost always comes down to their behavior. Poor behavior runs the gambit and ranges from poor people skills to insubordination as well as other behaviors such as attitude, disrespect for fellow employees, always late for work, laziness, ethics, integrity and conscientiousness just to name a few.

We hire for skills, education, prior job history, personal chemistry and if we really liked them. We fire for attitude, lack of performance, and poor people skills just for starters. In the hiring process we need to establish a person’s true behavioral characteristics more than education, job background, and credentials. This will never happen because as hiring managers, we get swayed by a great interview and a good looking resume; and we all know no one EVER embellishes their resume AND they always have had excellent attendance, outstanding performance reviews, and work extra-long hours to get the job done. Ok, so maybe I am laying it on just a LITTLE thick here, but I doubt I will get too much push back because it just isn’t too far from the truth.

Wouldn’t it be great if you could measure a person’s personality and general mental ability? What if you could quantify a person’s behavior before you hired them instead of after you hired them? Well, you really can, BUT there are only a very small number of assessments that can actually do this to any depth and significance. Many will claim they can, but they really can’t. I explain why this is in detail in Chapter 6 in my upcoming book. Here are some examples of behavior that I know every manager gets frustrated with when it comes to their employees.

  • High need for social approval
  • High need to impress, low need for approval
  • Does not pick up on social nuances of others
  • May not possess enough self-insight
  • Over engages conversations / poor listening
  • Makes decisions in isolation of others, does not like to collaborate
  • Can be harsh and unemotional and has “sting” to their words
  • Anger and aggressive tendencies
  • High need for change and control, impatient and critical
  • Passive Aggressive, tends to sabotage covertly when angered
  • Dominate / Dependent
  • Will alienate people, love/hate relationship with others
  • Egotistical bordering on narcissistic
  • Condescending and demeaning of others
  • Low energy and pessimistic, fault finding
  • Low sense of urgency and unproductive
  • Gets emotional and wears their heart on their sleeve
  • Accident prone
  • Stubborn, resists change and prone to argue their point
  • Needs to have fun and explore but hates society rules and bucks the system with no internal self-discipline to offset the need for fun
  • Angry at the world and have a chip on their shoulder and prone to fight

There is one assessment that can actually pick out these behavioral tendencies and even more than what I listed here. That is the 16PF. It stands for 16 Personality Factors. Most have never heard of this assessment. I have done close to 13,000 assessments using the 16PF over the last 25 years and know the 16PF has this kind  of predictability. The chapter in my soon to be released book goes into detail of what you need to know about using assessments, but presented here are the combinations of scores that are present in the 16PF that can reveal if this kind of behavior is present. The 16PF can quantify the behaviors I just listed through the combinations of scores from its 16 personality factors.

  • A+ Q2- High need for social approval
  • H+ A-    High need to impress, low need for approval
  • H+ I- Does not pick up on social nuances of others
  • H+ O- May not possess enough self-insight
  • H+ N-   Over engages conversations / poor listening
  • A- Q2+   Makes decisions in isolation of others does not like to collaborate
  • E+ A- L+ I-   Can be harsh and unemotional and has “sting” to their words
  • E+ L+ Anger and aggressive tendencies
  • E+ Q1+ Q4+ High need for change and control, impatient and critical
  • E- H- L+ Passive Aggressive, tends to sabotage covertly when angered
  • E+ Q2-     Dominate / Dependent
  • L+ A+      Will alienate people, love/hate relationship with others
  • E+ H+ O-   Egotistical bordering on narcissistic
  • E+ L+ A-   Condescending and demeaning of others
  • F- O + L+   Low energy and pessimistic, fault finding
  • Q2- Q3-Q4- Low sense of urgency and unproductive
  • C- O+ I+ Gets emotional and wears their heart on their sleeve
  • G+ Q3+ Q1-L+ Stubborn, resists change and prone to argue their point
  • F+, H+, G-, Q3- Needs to have fun and explore but hates society rules and bucks the system with no internal self-discipline to offset the need for fun
  • E+, L+, Q1+ Angry at the world and have a chip on their shoulder and prone to fight

To find out more about what the 16PF can do for your talent management, selection, and development needs just drop me an email and I will send you three chapters from my upcoming book, Developing World Class Leaders. The chapters are Exploring the World of Assessments and How Human Behavior Impacts Leadership along with the last chapter where I present 7 case studies and show how the traits played out in various roles.

Fill out the form to request your complimentary chapters: http://theeg.com/DWCL-Chapters-Six-Eleven-Twelve-Promotion/

Cheers!
Rick Tiemann
President, The Executive Group

The Executive Group
80 E US Hwy 6
Valparaiso, IN 46383

Tel: 219.477.6378
Fax: 219.477.6379
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