Employee Enagagement

The Right White House Team

Balancing Trump’s Personality with the Right White House Team

Part 3 of 3 – It’s Somebody’s Circus With Somebody’s Monkeys

President-elect Donald Trump is determined to make America great again. To this end, he will take bold steps to deliver this promise. Balancing Trump’s Personality (Influencer DNA Behavioral Style) will require the right White House team that can cover his inherent blind-spots.

Donald Trump succeeded in winning the White House because intuitively he understands his personality and how to apply his pioneering, fast-paced, and risk-taking traits. Even if some aspects of how things get done or what he says are controversial, he understands how to use his expressive communication style to win people over.

However, Trump is likely to be pragmatic when it comes to selecting his White House team. He is driven by results, outcomes, and success and will surround himself with people who can deliver his vision. He has the ability to draw people together even if they were once an adversary, and will be able to quickly harness appropriate skills and talents to implement plans and ideas.

Donald Trump thrives on conversation and gains much of his knowledge, insight, and initiative through debate. Further, he understands the benefit of hearing other’s thoughts and opinions; for him, knowledge is power. The right White House team will need to consist firstly, of individuals who understand his enthusiasm, and secondly, be behaviorally smart regarding knowing how to manage their own and their president’s personality. Standing up to him will be hard, requiring confidence and courage.

In this team, there is only one place for a Trump personality, but those who have even opposite behaviors to Trump must be vigorous and able to add value to the White House team through balancing Trump’s personality and their own.

The ability to understand one another’s communication style is imperative to the success of the team. Each member will need insight into their behavior and communication style and know how to moderate their approach to build a team of confident people empowered to share their thoughts and ideas, in a mutually beneficial environment.

Donald Trump's White House Team
Donald Trump's White House Team

The Trump Team needs to provide balance to Trump’s personality. The green bars are Donald Trump’s personality traits measured by the Business DNA Discovery Process. The personality traits required to balance Trump are highlighted by the gaps in the summary below. He needs to hire behaviorally smart people who can fill these talent gaps.

Commanding: A consensus seeking, group orientated diplomatic person able to counter Trump’s authoritarian leadership style

People: A thinker, serious, quiet, able to listen/observe but with the confidence to point out potential issues/dangers.

Patience: A people-focused person, encourager, empathetic to others, skilled at accepting other’s differences & managing them.

Structure: A structured person, skilled at keeping others on track, focused, delivering results, keeping promises.

Trust: A person who will explain other points of view when trust is lacking. Confident to challenge micromanagement when others feel overly managed.

Pioneering: A person confident to say STOP when too much change is destroying reliable tried and tested, still relevant, processes.

Risk: A person strong enough to challenge or question high risk without shutting down innovation.

Creativity: A person excited by creativity but able to suggest balance and a more anchored approach

As for Trump’s current White House team appointments, without a formal, behaviorally smart process in place: “Is it a good way to pick a cabinet? Not especially,” says Reed Galen, who worked on several presidential campaigns and served the George W. Bush administration. “But Trump ran the worst technical campaign in modern history and is poised to become president, so what do any of us really know?”

To learn more, please speak with one of our DNA Behavior Specialists (LiveChat), email inquiries@dnabehavior.com, or visit DNA Behavior.

How Hillary Clinton Undermined Her Own Success

With(out) Her – How Hillary Clinton Undermined Her Own Success

Part 2 of 3 – Hill’s Lack Of Self-Awareness

Hillary Clinton must be wondering why she lost the election while being the favorite and front-runner for most of the campaign. How did this happen? Hillary must look inwards to who she is and see that she did not master the strengths and struggles of her natural, “hard-wired”, Strategist DNA Behavioral Style. These behavioral insights identify the primary drivers of her good (and bad) leadership decisions, financial dealings and general approach to life.

The truth is that sometimes it is hard, even for me, to recognize the Hillary Clinton that other people see
- Hillary Clinton

Hillary Clinton’s Strategist behavioral style has made her successful, but with blind-spots that were clearly not managed, and therefore, her downfall. How Hillary Clinton Undermined Her Own Success:

Hillary Clinton Insights
  • Skeptical, and not transparent with information
  • Questioning, guarded, wary, and controlling
  • Not a good listener
  • Unable to relationally connect to people and feel what they are feeling
  • Very self-reliant and operates based on her own thinking
  • Structured, but potentially too rigid with plans
  • Quite cautious and not prepared to take strategic risks

 
For a smart, politically seasoned woman it’s fair to say that Hillary Clinton got in the way of her own success. Hillary Clinton’s behavioral insights reflect that she could be seen as cold and unapproachable as well as untrustworthy and dishonest, and did not do enough to allay these opinions.

Her personality showed her to be aloof and less willing to make changes, yet had she understood how others saw her. She could have managed her reflective behavior more effectively.

Clinton’s need for information and analysis gave the impression she was more focused on numbers and following a structured plan than on voter’s needs. Having insight into other’s perceptions would have ensured that her messaging was warmer and more empathetic. Furthermore, she could have gone deeper into the heartland where Trump went and secured the support of the disenfranchised white voter.

One clear issue that showcases how Clinton got in the way of her own success was an arrogant belief that she was taking for granted the presidential win, simply because her message was clear and candid. But had she known that her ability to listen empathetically to the people was very low, she could have changed her messaging to be significantly more heartfelt and managed her lack of empathy.

There is no doubt Clinton has the ability to take charge. The question is, does she have the personality to bring others along with her? With a tendency to keep information to herself and to invest little or no time in building meaningful relationships, it’s fair to say that her leadership style would be aloof and non-inclusive, which would certainly alienate team members.

When you are seeking to engage others with your plans and agendas; when you need others to deliver goals and your vision, failing to understand that a personality that is reflective, task focused, and overly serious about facts & figures, yet highly competitive, can be viewed as distant, cold and unapproachable.

Further demonstration that Clinton got in the way of her own success is her tendency to prefer tried and tested solutions. At a time when the people were looking for a change from the status quo, she did not understand that her lack of creativity presented her as gray and boring.

Clinton v Trump – The Comparison

66/98 Clinton will make considered decisions; appearing to be hesitant, requiring more and more information which could appear to be procrastinating. Trump will make fast decisive decisions; sometimes getting it wrong but always moving forward.
96/73 Clinton follows the rules to get the results she needs. Trump will break down boundaries and not wait to anticipate outcomes
54/99 Clinton tends towards keeping things as they are; avoids moving away from tried and tested ways of proceeding. Trump is all about doing whatever possible in achieving goals
95/62 Clinton will stick to agreed direction and agendas to achieve goals, even if they are not working out. Trump will change direction mid-stream if a different plan brings success.
66/92 Clinton is stuck in the status quo. Trump is open to new ideas if it achieves his goals.
66/90 Clinton needs details, analysis, and research to make decisions. Trump is not into the details, just the results.
79/90 Clinton is less forthright with communicating, which might cause confusion in mixed messaging. Trump is clear and forthright in expressing and communicating.
79/96 Clinton is less comfortable with conflict. Trump is not fazed by conflict and a dirty campaign.
90/84 Clinton is motivated by personal interest without regard for others. Trump the same.
92/90 Clinton is disinterested in other’s problems.
90/92 Neither are empathetic towards issues others face.

Hillary Clinton is calm and controlled in her behavior; appearing remote and superior. Her inability to understand her personality, or have the behavioral insights to be able to manage it, so people could see the strengths and talents as a leader cost her – the White House.

To learn more, please speak with one of our DNA Behavior Specialists (LiveChat), email inquiries@dnabehavior.com, or visit DNA Behavior.

Donald Trump's Behavioral Insights

Donald Trump – Making Behavioral Insights Great Again

Part 1 of 3 – How well he knows himself!

Well, the Trumpster beat the odds and has jumped over everyone to win the Presidency. How did he do it? The answer is deeply rooted in Donald Trump’s behavioral insights – his natural, hard-wired Influencer DNA Behavioral Style. These personality insights identify the primary drivers of his good (and bad) leadership decisions, financial dealings and general approach to life.

I’m not running for office. I don’t have to be politically correct. I don’t have to be a nice person. Like I watch some of these weak-kneed politicians, it’s disgusting. I don’t have to be that way.
- Donald Trump

Donald Trump’s Influencer behavioral style has made him successful, but if not managed, could be his downfall. Overall he (is):

Donald Trump Influencer Insights
  • Driven by power and success
  • Very spontaneous and instinctive
  • Extremely creative and an out-of-the-box thinker
  • A take-charge, decisive and a fast-paced decision-maker
  • Works with people to get the results he wants
  • Could be unsympathetic to others needs
  • A strong communicator but lacks filters
  • Very confrontational and prepared to play tough
  • Into achieving economic and political goals. He could risk a lot and be too optimistic
  • Into trying new ways. Sometimes they win, and other times they fail.
  • Has a transactional mindset and could be too impatient when a program does not work out quickly

Donald Trump’s behavioral insights reflect that he is supremely cognizant of these behavioral abilities and uses each to further his personal agenda.

It is clear Trump knows his personality; he knows success is his lifetime goal. Anyone who has even limited behavioral awareness should have known that the election trail was all about the salesman’ getting the sale (the White House). But from here on we’ll see the negotiator because that’s how he knows he will get results. Trump will be a hard-nosed negotiator; whether putting together a White House team or negotiating trade deals on the world stage, he will be reluctant to give in on even the smallest points.

The old idiom my way or the highway will probably be the new White House mantra.
Trump won’t be fearful of taking risks, he will play the odds, some you win and some you lose, but as long as he is always moving forward to the goals and objectives he has set – he’ll feel he is on track.

As a decision maker, Donald Trump will not be readily swayed by sentiment or humanitarian impulses. This will be advantageous when it comes to balancing competing interests or bargaining with adversaries. He is likely to be a bold and ruthlessly aggressive decision maker showing little concern for the emotions of others.
That said – he knows how to keep people on board; he knows how to set others up for success in order to achieve his goals. The result is, a Trump that is equipped to be a strategic player in situations where achieving results is a priority and concentrate on matter-of-fact, practical issues.

Listening to those around him talking about his loyalty, great to work for, cares about me and my family, further demonstrates his ability to manage his personality. Confident, goal-setting people, such as Trump, excel by blending their strong drive to reach key goals with sound knowledge, high-quality processes and quality control standards.

With his outgoing and innovative nature, there is no doubt Trump is the Populist’s choice. Ultimately, he won from his preparedness in the rural areas where Hillary did not go. He won what should have been Democrat territory

Trump v Clinton – The Comparison

98/66 Trump makes fast decisions; sometimes getting it wrong but always moving forward. Clinton hesitates, wanting more information, with a propensity to procrastinate.
73/96 Trump breaks down boundaries and doesn’t wait to anticipate outcomes. Clinton is only interested in knowing the outcome of decisions she might make.
99/54 Trump is all about setting the bar as high as possible in achieving goals. Clinton tends towards keeping things as they are.
62/95 Trump changes direction mid-stream if a better plan is formulated to bring success. Clinton sticks to agreed and established direction and agendas to achieve goals even if they may not work out.
92/66 Trump is open to new ideas if it achieves his goals. Clinton is more stuck in the status quo.
90/66 Trump is not into details, he just wants results and will say what he wants to say even if possibly wrong; decides instinctively. Clinton needs details, analysis, and research in order to make decisions.
90/79 Trump is clear and forthright in expressing and communicating. Clinton is less so, which might cause confusion in mixed messaging.
96/79 Trump is not fazed by conflict. Clinton is less comfortable with conflict.
84/90 Trump is motivated by his own personal interest or advantage, especially without regard for others. Clinton, even more so.
90/92 Neither are empathetic towards issues others face.

To give Mr. President Elect the final word – “No dream is too big, no challenge is too great. America will no longer settle for anything less than the best.”

To learn more, please speak with one of our DNA Behavior Specialists (LiveChat), email inquiries@dnabehavior.com, or visit DNA Behavior.

What Contingent Liabilities are Your Employees Causing

What Contingent Liabilities are Your Employees Causing?

Rogue behavior costing $36 billion in legal bills since the financial crisis should give every Board member and Executive sleepless nights. Then add the cost to hire significant compliance and security management and staff to curb rogue behavior, and some serious questions need to be asked!

  1. What part does pressure to chase profitability encourage a greater level of risk to be taken?
  2. How much risk is the business willing to take? And at what level does risk become reckless?
  3. Is the level of inter-staff competitiveness so great that irresponsible risk is encouraged?
  4. How vigilant are those in leadership to the impact of pressure on employees?

Working in an environment pressurized to succeed at all costs, tends to be the norm, especially in the Financial Sector. Just look at Wells Fargo. Whilst taking risk is a legitimate part of building a successful business and keeping ahead of the competition, when pressure and risk collide it can quickly become a weapon in the wrong hands. Unable to balance risk under pressure to achieve results, the line becomes blurred between acceptable business practices and legal or moral improprieties.

Even more alarming, is when Boards and senior executives fail to acknowledge the environments that promote rogue behavior simply to increase profits. It could be argued that they are as culpable as the rogue employee. Daniel Kahneman, in his book Thinking Fast and Slow, says “we can be blind to the obvious, and we are also blind to our blindness.”

Prosecutions and regulatory enforcement stemming from noncompliance related to employee behavior such as corruption, bribery, rogue trading and insider trading are on the rise around the world. In fiscal 2015, the SEC filed nearly 7% more cases over the prior year, meting out $4.2 billion in sanctions.

People are hired for their talent but little attention is paid to their inherent personality. So when an individual is placed under significant pressure or pushed to take excessive risks, their behavior can turn rogue. The good news? When pressure and risk collide can now be predicted.

Using behavioral insights, management can dynamically match employees with specific environmental conditions to determine their potential response to risk and pressure. They can also discern the degree to which such responses could create rogue behavior and negative actions towards the business.

It is no longer enough to simply look at emails, computer keystrokes, outside influences, sick records etc. – the old hat of international espionage and anti-terrorist tools. What should be clearly understood is that the rogue employee is a human being, that when placed under significant pressure to achieve, will take risks.

The question to Boards and Executives is – do you know your employees?

What corporate entities have in their corner is direct and immediate access to their own personnel from top to bottom and every department – including even outside partners and vendors. So the solution is the deployment of a validated personality discovery process, providing hidden insights and a reliable prediction of where security or compliance risks exist.
Based on external research, employees with the following measurable behavioral traits are more likely to engage in rogue behavior when emotionally triggered

  1. An inventive mind, full of ground-breaking ideas turns their thoughts to curious and devious thinking when, as an example; many of their ideas are rejected.
  2. A go-getting, determined person, driven to success at any cost; begins to cut corners, as a toxic competitive streak takes over.
  3. A reticent, uncommunicative, taciturn minded person normally just seen as the quiet one’ begins to hold onto key information that others need, simply because they have taken offense over something trivial.
Which Employee is Your Molotov Cocktail2

DNA Behavior International’s validated system gets below the surface to reveal behaviors that, if not managed, can lead to ruinous behavior.
The Unique DNA Behavior Approach is able to Score, Filter, and Prioritize Employee Personality Insights.

oerational risk 3.1

Which Employee is Your Molotov Cocktail

Which Employee is Your Molotov Cocktail?

Potentially 5% of your workforce includes employees that are a high-security risk. The cost of all types of fraud is a staggering 5% of turnover, per the 2014 Global Fraud Study by the Association of Certified Fraud Examiners (ACFE.) So, what’s the cost of rogue employee behavior to your business? Simply identifying the personality type most likely to cross the line and the triggers that push them there could save you big dollars and your reputation. Or better yet, how do you help an employee to align their strengths to a given role and avoid rogue behavior altogether?

While larger businesses are investing more in cyber security and other monitoring programs, virtually nothing is being put towards identifying and monitoring costly employee behavior risks. The problem is that many of these insider threats are already in your business and the situation is gaining momentum without anyone being the wiser. The Global State of Information Security Survey 2015 recommends that 23% of the annual spend on business security should be directed to behavioral profiling and monitoring of employees.

Research shows that the following problems are caused by human behavior:

  • Combinations of human behavioral factor outliers and external environmental factors (e.g. financial difficulty) trigger emotions causing negative behavior toward the company.
  • Combinations of employees with too similar or too different styles working in a high-risk environment cause internal control issues.

Which Employee is Your Molotov Cocktail

The solution is the deployment of a validated personality discovery process, providing insights to hidden, hard-wired traits and a reliable prediction of where security or compliance risks exist. Based on external research, employees with the following measurable behavioral traits are more likely to engage in rogue behavior when emotionally triggered:

  1. Innovative – bright mind, which turns into curious and devious thinking
  2. Ambitious – desire for success, leading to cutting corners
  3. Secretive – working under cover and not revealing key information

The reality is that any person with a weak or temporarily broken character in the wrong team or facing external pressure can make flawed decisions and therefore, become the source of costly negative behavior. The employee behavior review using personality assessment methodologies should be uniformly applied to every employee in the business from the top down to distill the “hot spot” areas. The high performing leaders down through the sales and operations teams to the disgruntled bookkeeper are not exempt – New hires, or old guard, every last one. You only have to look at the recent headlines regarding Wells Fargo, Volkswagen, and JP Morgan. I am regularly seeing it in the financial services industry and the privately held businesses with whom we partner.

Which Employee is Your Molotov Cocktail2

Using behavioral insights, management can dynamically match employees with specific environmental conditions to determine their potential response. They can also discern the degree to which such responses could create rogue behavior and negative actions towards the business. Lastly, management can apply these insights towards talent re-allocation, employee evaluation, team development and improved hiring processes.

Skyline-Atlanta-GA

Who’s Currently Atlanta’s Greatest Business Leader?

There are not many business leaders out there who are truly great – leaders that inspire, you can look up to, and immediately trust.

It is not easy to discover your purpose in life, and then, at all times, live it. Today, I was fortunate to meet Dan Cathy, the CEO of Chick-fil-A, an iconic Georgia headquartered business. I fully admire Dan because for his defined life of meaning, and who lives it authentically, every day – a rarity in our age. Not just lip service; he lives it in a very real way.

Dan Cathy

When asked how Dan defines success, his response was, “being the best you can be as a person.” He continued by articulating how every aspect of what he does is measurable, whether it is from how Chick-fil-A is run, to community giving, his family and health. To lead others successfully not only do you emotionally engage them but you must be centered and balanced yourself. This is very important in order for others to trust you. So many leaders fail because they live in a falsehood and are not trustworthy.
A key dimension I see in Dan is his commitment to the development of Atlanta’s community, particularly the Westside area. While central to Atlanta, it is one of the poorest. And while there is a celebration of the great wealth being created in Atlanta, Dan is determined to use it to remove social inequity. The development of the Westside area will be a symbol of this change. Otherwise, Atlanta could become more like a Baltimore.

I have learned my leadership lessons from Lee Ellis, another great Atlanta leader in the same level of authenticity as Dan Cathy. The principles I look for in a leader I learned by reading Lee’s book “Leading with Honor“.

Lee Ellis

I would be interested in your views of great leaders anywhere in the world and why.