Becoming a BDNA Performance Advisor V2 - Business DNA · 2020-03-12 · Discovering Your...
Transcript of Becoming a BDNA Performance Advisor V2 - Business DNA · 2020-03-12 · Discovering Your...
1 Copyright ã 2001-2017 DNA Behavior International
BecomingaBusinessDNAPerformanceAdvisorOptimizingOrganizationalPerformance
September2017
2 Copyright ã 2001-2017 DNA Behavior International
FeaturedHostDNABehavior– BusinessDNA
• LeonMoralesChiefRelationshipOfficerleon.morales@dnabehavior.comwww.linkedin.com/in/leondna
• TrippRockwellChiefMarketingOfficertripp.rockwell@dnabehavior.comwww.linkedin.com/in/tripprockwell
LeonMorales
TrippRockwell
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BehavioralIntelligencePlatformManagingHumanCapital
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Today’sWebinarObjectives
Throughbehavioral discoveryunderstand,developandproductivelyusehumancapitalfortransformingpersonaland
teamperformance1. UnderstandthatBehavior,CommunicationandLearningstyleishard-wiredbut
canbe“influenced”
2. StartwithSelf-Awarenessandunderstandingwhynaturalbehaviormattersintheworkplace
3. SummaryofTeamDevelopmentStages:Forming,Storming,Norming,andPerforming.
4. Leadership360– teamreviewforleadershipdevelopment
5. Understandhowtoadaptyourcommunicationfordifferentpeople.
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ClosingtheBehaviorPerformanceGapforTeams
*2009GallupResearch
+70%TeamProductivityGains*
TeamGrowthDrivers:
OperationalCompetenceTeamResults
TeamLeadership
TeamCommunicationCustomerEngagementSupplierEngagement
TeamSustainabilityDrivers:
TeamTrust
TeamValues
+70%TeamProductivityGains*
TeamGrowthDrivers:
OperationalCompetenceTeamResults
TeamLeadership
TeamCommunicationCustomerEngagementSupplierEngagement
TeamSustainabilityDrivers:
TeamTrust
TeamValues
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Behavior CausesBusinessPerformanceChallenges
Sales Conversion
?
Client Engagement
?
Employee Retention & Productivity
?
Operational Execution
?
BusinessPerformance
87%ofmeasurable
businessissuesare
communicationrelated
Source: Harvard Business Review 2002
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TheFamilyofFinancialDNADiscoveryProcessesandApplications
NaturalBehavior Goals-BasedPlanning Communication
LearnedBehavior QualityLifeDiscovery QualityLifePlanning
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Business DNANatural Talent Discovery and Performance Measurement(10 to 12 mins)
PredictEmployee&CustomerReactiontoLife,BusinessEventsAQuickerandMoreReliableMethod
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WhatBusinessDNADoesToHelpBuildEmployee-CenteredBusinesses
BehaviorallySMART™ PerformanceModel
Enhancingrelationshipsandunlockinghumanpotentialbasedonthe3pillarsofperformance:
Know:behavior,personalityandpurposeEngage:emotionallyconnecttoothersGrow:builddecision-makingconfidenceandwisdom
PeopleInsights
Buildingasustainable“Know,EngageandGrow”businesscultureusing3solutions:
FinancialDNA– BehavioralFinanceCommunicationDNA– BehavioralMarketingBusinessDNA– BehavioralTalents
BehavioralTechnologyPlatform
Deliveringpracticalandscalablebehavioralintelligenceacrosseveryemployeeandclientfor:
BehavioralawarenessusingdiscoveryprocessesReal-timebehavioralmanagementusingapps
TurnPersonalityintoPerformance
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InstinctiveNormal“GoTo”
Learned/ModifiedBehavior
Learned/ModifiedBehavior
PersonalPerformancePotential
PersonalPerformanceImpediments
NaturalDNABehavior–
UniqueNaturalTalents
Confidence
LowSelfBelief
SkillsKnowledgeExperiencesEnvironments
BehavioralCenteredApproachToPerformance
SkillsKnowledgeExperiencesEnvironments
TraditionalToolStartingPoint
OurUniqueStartingPoint
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CHARACTER and INTEGRITY
Discovering Your Performance Attributes
Trustworthy * Authentic * Emotionally Stable * Passion, Values, Purpose Driven
LEADER-SHIP
SKILLS
WORK SKILLS
COMPETENCIES
LEVEL C
Business DNA Natural Behavior
Education, Training, Experience
Heredity and Environment
LEVEL A
NATURAL BEHAVIORAL TALENTS
RELATIONSHIPS RESULTSLEVEL B
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Goal Setting Lifestyle
StabilityInformation
SummaryofNaturalDNABehavior10UniqueStyles
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GeneralPopulationDistributionDNANaturalBehaviorStyles
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QuickSnapshotGetaQuickSnapshotofYourselfandOthers
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HiringPerformanceChallenges
1. Hiring“RoundPegsinRoundHoles”– Matchingtalenttotherole
2. Buildingarecruitmentprocessthatleadstoongoingemployeeengagement
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DNAHiringPerformanceProcess
1. Build a Positive Hiring Culture
based on a defined belief system and clear processes
2. Identify the Role knowing
the talents required based on current
team member behavioral styles
and activities to be performed
3. Create Role Benchmark by reviewing the
behaviors for the role based on
successful performers
4. Match Talent to the Role
by having the candidate
complete their Natural Behavior Discovery before
first interview
5. Match to Manager
by comparing the strengths and struggles of the Manager and
Candidate
6. Conduct Behavioral Interview
using powerful questions based on the strongest
behavioral factors
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BusinessDNAastheFoundationof aRobustBehavioralHiringProcess
AptitudeandPersonalityAssessments
Increaseaccuracyofasuccessfulhireto53%
JobProfiling75%Accurate
Interviewprocessaloneonly14%accurate
StudiesbyJohnHunter,Ph.D.,MichiganStateUniversity 17
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• Strengths - Behaviorsthatcomenaturallyandwhichshouldbeused.Note:Strengthsoverusedcanbecomeastruggle.
• Struggles – Behaviorsthatcanbemanagedwithgreaterawarenessofyournaturalbehaviors.Strugglesnotmanagedcanbecomeaweakness.
• Mid-RangeScores - Tendtobemoreflexibleinthesefactors.Easiertomoveleftorright.
BehavioralAwarenessStrengths,StrugglesandMid-Range
Objectivebehavioralawarenessisacriticalstartingpointtoyourworkplaceperformancetransformation.Playingtoyourstrengthsconsistentlywillmaximizeyourpotential.Although,
strengthsover-playedcanbecomeblind-spots.
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CustomizedDNAUltimatePerformanceGuide
10UniqueNaturalWorkplaceStylesbasedon8PrimaryFactorsand24Sub-factors
PracticalAnalysisoftheKeyTalentsthatDrivePerformance
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FOURCOMMONADVISORTEAMSTRUCTURESDEVELOPEDBYBRUCETUCHMAN
Forming
Storming
Norming
Performing
Source:https://www.mindtools.com/pages/article/newLDR_86.htm
FOUR COMMON ADVISOR TEAM STRUCTURESDEVELOPED BY BRUCE TUCHMAN
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ReviewYourBusinessDNATeamReport
CoreWorkLifeDrivers
• Leveraging Team Talents for Success
• Hiring and Aligning Top Talent
• Understanding, Accepting, Respecting Differences for Enhanced Team Work
TeamCompatibilityMatrix
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SummaryoftheTeam’sNaturalBehaviorResultsFocusedvs.RelationshipFocused
ThegraphshowsthenumberandpercentageofindividualsintheteamthatareResultsFocusedandRelationshipFocused.Overall,thiswillindicatetheteam'snaturaltendencytowardsbuildingrelationshipsandmotivationstogettingresults.
AResultsFocusedteamwillbemoretaskoriented,whileaRelationshipFocusedteamwillbemorehumanengagementoriented.
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SummaryoftheTeam’sNaturalBehaviorOverallWorkLifeBehavioralAttitudes
Theteam'soverallnaturalmotivations,desiresandapproachtoWorkLifearereflectiveofthetwostrongestbehavioralfactorscalculatedbyaveragingeachindividualteammember'sfactorscores.
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IdentifyingTeamDifferencesforBuildingaProductiveTeam
TheBusinessDNATeamReportmakesunderstandingteamdynamicseasyby:
• Identifyingthedifferenttalentsofteammembers
• Providinggraphicalanalysisofteamdifferences
• SummaryofResultsandRelationshipdrivedifferences
• Identifiesstrengthsandstrugglesofteammembersforrolematching
• Summaryofhowtocommunicatewitheachteammembers
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BusinessDNATeamReportReviewandNavigationofTeamDifferences
NaturalBehaviorTeamReportCoreWorkLifeDrivers- NaturalBehaviorTeamReport
•Whatstrengthsandstrugglesdoestheteamhave?
•Howwouldyouleveragethedifferentteamtalentsforsuccess?
•Whattalent/positionswouldyouaddorremovefromtheteam? TeamCompatibilityMatrix- NaturalBehaviorTeamReport
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First Break All the Rules
Build Up Your Teammates - Key Points:
1. Capitalize on differences (diversity) to build strong teams
2. By nature, differences divide3. We need each other:
• Shared/complementary talents• Teams need trust• Trust leads to unity
1. Understand self2. Understand others, and
Accept Respect & Appreciate Align Trust
3. Seek to Meet Their Communication Style
Bottom line = Teamwork
Great managers offer this advice:
Focus on each person’s strengths and manage around their weaknesses… Help each person become more of who they already are. This radical insight is fueled by one simple insight: Each person is different.
What the world’s greatest managers do differently.By Marcus Buckingham and Curt Coffman, 1999 by Simon & Schuster
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The 6 Pillars of DNA Team Performance
1.Leader Review
For the Leader to Understand their Natural Leadership Talents to
Build a Healthy Team and Identify the Team Issues for Increasing Revenues
2.Team Member Review
For Each Individual Team
Member to Understand their Natural Talents for Performing
their Role in the Team
3.Team Meeting
A Team Meeting to
Align the Team for Greater
Productivity to Achieve Team
Goals
4. Team Relationships
Each Team Member to
Learn How to Adapt their
Communication to Engage and Interact With Others in the
Team
5. Leader Coaching
For the Leader to Lead from the Front and Coach Each
Team Member Based on their Unique Talents
6.Team Monitoring
Quarterly Team Reviews
to Monitor Team
Performance and Health
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BuildtheNewTeamCultureLeadershipandAdvisoryTeamChangeManagement
Evolvetheleadershiptocoaches,andadvisoryteamsfromhuntersandportfoliodesigntoholisticplanningandrelationshipmanagers
Overview:1.Talentreviewtoidentifyperformancestrengthsandstruggles2.Assessfittotherole,team(s)andclients3.Leaderascoachmodeltoemotionallyengagemanagersandadvisors4.Advisordevelopmenttomanagebiasesandbeabehavioral coach
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DNALeadershipPerformanceReport
The Leadership 360° Discovery Process provides in-depth feedback to assist in the development of your leadership performance and the building of workplace relationships. This process takes 15 to 30 minutes to complete 75 individual items across 7 key areas related to leadership.
• Leadership Proficiency• Results Drive• Effective Communication• Relationship Building• Leader EQ• Trust• Business Values
The DNA Leadership Performance Report highlights your top 10 leadership strengths and struggles, uncovering 75 items relating to your leadership performance in 7 distinct areas:
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1. Point in time objective measurement of sustainable performance (SPI) which promotes year on year comparisons.
2. Integration of actual Leadership Performance Measurement and how the person should be performing based on their Natural DNA Behavior.
3. Insights on how the Leader needs to adapt their behavior to improve performance.
4. Provide a summary of the top 10 Leadership Strengths and Leadership Struggles.
5. Written feedback of the raters is captured in process and the report.
6. Dashboard summarizing the average scores for each rating item for each category of rater. (e.g. manager, peer, customers, direct report and other stakeholders)
7. All rating data and written feedback is 100% anonymous to the leader, raters and DNA Behavior.
KeyFeaturesBusinessDNALeadership360Process
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LeadershipPerformancePlanning
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1. Measuringaperson’scurrentsustainableperformancecapacityandtheirareasofstrengthandstrugglesisanecessarystartingplaceforbuildingtheirPerformancePlanfortransformation.
2. Personalandbusinessperformanceprogresscanbemonitoredthroughmeasuringthe“DNASustainablePerformanceIndex”.
3. ThebehavioraloutputsfromourBusinessDNADiscoverySystemsprovidethedataformeasuringtheDNASustainablePerformanceIndex.
MeasuringSustainableLeadershipPerformance
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DNALeadershipSustainablePerformanceModel
Behavioral Strengths and Clarity which Drive Performance
To Identify:Performance Potential
Behavioral Struggles and Blind Spots which De-rail Performance
To Identify:Performance Impediments
1. Performance Pathway2. Emotional Engagement
of Others3. Confidence4. Wisdom
Behavioral Discovery for Leadership
Performance
Measurement of Leadership Sustainable
Performance Index
Foundation for DNA Leadership
Performance Plan
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CommunicationTheDNABehaviorSolution
$
CommunicationDNA® isused todiscoveraperson’suniquecommunicationandlearningstylefortherealtimecustomizationofsales,marketingandserviceactivitiestoimproveemployeeand
clientengagementforenhancingRelationshipPerformance.
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PositiveCommunication• SituationsFlow• Clarity• DecisionsGetMade• TasksGetCompleted• Engagement
PoorCommunication• StressandDiscomfort• Misunderstanding• Blockages• PoorExecution• LackofTrust
CommunicationDrivesRelationships
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TeamWithLackofBehavioralInsight
?
? ?
?
DefaultStyles=1in4Engagement
MatchingEmployeesandClientsfor4in4
Engagement
23%RevenueUplift
TheVision:AClientCenteredBusinessBuiltonBehavioralMatching
BehavioralDiscoverytoKnow,EngageandGrowEvery
EmployeeandClient
LifeStyle:ProvideFun,OpennessandGraphics
Stability:ProvideSecurity,FeelingsandInstructions
Information:ProvideAnalysis,ResearchandDetails
GoalSetting:ProvideDiscussionandOpportunities
Source:GallupOrganization2009andDNABehaviorResearch2001-2014
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CommunicationDNAStyle Goal-Setting Lifestyle Stability Information
WhenworkingwithGoal-SettingCommunicationDNAStyles
Minimal modificationrequired:
• Presentgoals• Focusreturns• Offeroptions
Somemodificationrequired:
• Movemorequicklytothebottomline
• Minimizeenthusiasm• Recognizetheymaynotenjoysmalltalk
Significant modificationrequired:
• Bemoredirect• Keepconversationsformal• Recognizetheymaycomeacrossascold
Somemodification required:
• Avoidunnecessarydetails• Presentthebigpicture• Recognizetheymaybeputoffbytoomuchdetailtoosoon
WhenworkingwithLifestyleCommunicationDNAStyles
Somemodificationrequired:
• Providegraphics• Explainhowbottomlinewillimpactlifestyle
• Recognizetheymaybeboredwithformalmeetings
Minimal modificationrequired:
• Invitetosocialevents• Setboundariestokeepfocused• Engageinsmalltalk
Some modificationrequired:
• Bemoreenergetic• Expressemotionandallowthemtoexpressviews
• Recognizetheymayfocusonpossibilitiesnotcertainties
Significantmodificationrequired:
• Bemoreinteractive• Avoidjumpingintofactsandresearchtoosoon
• Recognizetheymaylosefocusifthelifestylebenefitisnotclear
WhenworkingwithStabilityCommunicationDNAStyles
Significantmodification required:
• Softenthetone• Followupregularlytoensuretheyarecomfortable
• Recognizetheymayfeelpressuredifnotgivenenoughtimeandwarmth
Somemodification required:
• Speakmorecalmly• Createarelaxedenvironment• Recognizetheymaynotenjoyimpersonalenvironments
Minimalmodificationrequired:
• Offerfeelings• Expressemotionsandaskthattheysharetheirs
• Provideinstructions
Somemodificationrequired:
• Lightenupmeetings• Askhowtheyfeelaboutthefacts• Recognizetheymaywantaguaranteeofsecurity
WhenworkingwithInformationCommunicationDNAStyles
Somemodification required:
• Haveresearchavailable• Demonstratehowrisksareminimized
• Recognizetheymayneedtoretreatandthinktomakedecisions
Significantmodificationrequired:
• Concentrateonbeingreliable• Focusonbeingstructured• Recognizetheymaygetirritatedbyimprecisecommunication
Somemodificationrequired:
• Provideactionsteps• Focusmoreonfactsthanfeelings• Recognizetheymayappeartobeunexpressive
Minimalmodificationrequired:
• Offerdetailedresearch• Askifmoreinformationisneeded• Stayfocusedonthepractical
DNAMatrixForAdaptingCommunication
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CommunicationDNAGroupReport
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TeamPerformanceBenefits
AProvenMethodology
Ourexperienceandindependentresearchshowsthisapproachleadstoimprovedemployeeproductivitybyupto40%andteamproductivityby
70%andsustainablerevenuegrowthbymorethan23%ayear.
SomeIndicatorsofEmployeeEngagement:
1. Turnupontimeandarereliable
2. Feelunderstoodbytheirmanager
3. Wanttoworkfortheirmanager
4. Followthecompanyplan
5. Askquestionswhentheyneedhelp
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Examplesofappliedteamperformance
Oncethebehavioralawarenessisdevelopedintheteam,wehavespecializedprogramsinthefollowingareas:1. Successionplanning2. Assimilatingnewleadersandteammembers3. Scalingbackofficetosupportgrowth4. Changemanagement5. Establishinggoalsandpriorities
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BehavioralProductsResourceTourandMonthlyFeatures
http://www.businessdna.com/products/
Blog:http://blog.dnabehavior.com/CaseStudies:http://www.businessdna.com/benefits/#2
• OurfocushereatDNABehaviorin2017istoidentifythenaturalinstinctivebehavioral talentsthatareverystableovertime.Mostothertoolsfocusontheothercomponentsofpersonalitythataredynamicindifferentcircumstances.
• Thenaturalbehaviorprovidesareliablepredictorofhowapersonwillconsistentlyperformoverthelongertermusingtheirtalents,makedecisionswiththeleaststress,respondtodifferentlifeandworkfactorsthatchange,andwheretheywill“goto”underpressure.
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BusinessDNA®forBehavioralInsightsUsingaValidatedPsychometricPlatform
ATailorMadeSuitforEveryClientSince2001,wehavebeenprovidingbusinessservicesworldwidewithasinglecloud-based“HRTech”platformwhichdeliverspracticalandscalablebehavioralintelligencesolutionsto“Know,EngageandGrow”everymanager,employeeandclientonlineforthebuildingofaclient-centeredbusinesswhichdelivershighperformance.
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TheScienceDNASystems
Powerful and Unique Client
Centered Behavioral Solutions
Delivered in 123+ Countries and 11
Languages
Forced Choice Assessment
Measuring 64 Behavioral
Traits
60+ Man Years of
Development Investment Since 2001
Independent Validation by
Team with 100+ Years of
Experience
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Featured
September’sFeaturedWebinarSeries:
BecomingaBusinessDNAPerformanceAdvisor
Thursday,September 28th@1PM
https://register.gotowebinar.com/register/50470167765908226
TransformingtheBusinessConsultantrole- BecomingaBusinessDNAPerformanceAdvisor
Whatisgettinginthewayofclient-centeredsuccess?Uncheckedbehavioralresponsesdrivingdecisionmaking.
Wewillguideyouonhowtoidentifyhiringprocess,teamperformance,andleadershipdevelopmentriskstriggeredbybehavior(bothyoursandyourclient’s):
• Solve87%ofbusinessissues,whicharehiddenastheyarepeoplerelated• Improveemployeeproductivitybyupto40%andteamproductivitybyupto70%• Identifythe5%ofemployeeswhoarepotentiallyrogue,costing5%ofrevenuelossesper
year
FeaturedTheBehaviorallySMARTWebinarSeries
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Questions?ContactUs
FormoreinformationaboutDNABehavior
Contact:DNABehaviorInternational5901-APeachtreeDunwoodyRd,Suite375Atlanta,GA30328(866)791-8992
http://www.businessdna.com/discovery-trial/
• ReadourBlog:http://blog.dnabehavior.com/
• Pleasefollowourgroups:- LinkedInatFinancialPersonalityInsights- Twitter@FinancialDNA- Podcast:Leadership&TeamPerformancehttps://itunes.apple.com/us/podcast/behaviorally-smart-money-11-leadership-team-development/id1228688190?i=1000391087093&mt=2
Questions?ContactUs