CEO Newsletter 2018 (7)

At the year end, looking at the year ahead…

The ever-quotable Warren Buffett says, “Never invest in a business you can’t understand.” Well, as we round out another terrific year, I want to challenge you a bit by noting that many of us regularly invest in people we may not understand. So, why make relatively blind “people investments” when you (hopefully) would not make such a financial investment?

Granted, I am a bit of a shameless evangelist for the power of validated behavioral insights, but I genuinely believe they are applicable – and I would venture imperative – across virtually any scenario, organization or industry. Harvard research tells us that 87% of business and life performance challenges are caused by behavioral differences. So, applying our proven online behavioral management solutions, may not take the number of those challenges to zero, but we can get you damn close.

One reason we can do that – in addition to our powerful products and processes – is that we have an impressive cadre of partners and colleagues who help us vet and deploy the solutions. In turn, our phenomenal clients invest in the process with us, providing valuable feedback that helps us – and them – play at a higher level. Winning is good, but a win-win is better.

It takes a (global) village

Because of those unparalleled alliances, we’re poised to not only play better in 2019, but to play bigger. Our team has discovered and embraced the book “Play Bigger”, which cleverly and clearly identifies the approach needed for positioning a company for high growth: It’s all about identifying the problem you are solving and setting your business up to be a category king (think Uber).

It is more about creativity in market positioning than directly disrupting an industry, though disruption can be the impact or part of it. Whatever work you are doing; this book is a “must read”. In fact, I am so enthusiastic about the book that I’ll commit to sending the first 18 people who respond to this (2019 will be DNA Behavior’s 18th year) the book – on me. Digital or hard-copy, your choice.

At DNA Behavior we are solving the problem of how an organization delivers meaningful customized experiences to its employees and clients on a mass scale. To do that you must know their unique style, and knowing their marketing “persona” based on demographics is not enough. Two people can have the same persona, but not the same personality. So, unless personality insights – beginning with communication insights – are integrated, you do not get there.

Meeting and exceeding the market

As we play bigger, we’ll be demonstrating, in the words of the book, what category we are king of: Online behavioral management. In 2019 we are launching our end-to-end real-time behavioral management tooling – a highly automated discovery profile debrief that is situationally dynamic. We already have this in Financial DNA with the “Market Mood” tool that integrates real-time stock market movements to behavioral style. But in 2019 we will take this further and also launch a platform for Business DNA. We can only do this now because technological developments allow us to, and the market place is demanding customization.

Thanks to you, 2018 has been a landmark year for landing major deals that implement our API strategy, through which we become the “behavioral chip” inside the tech platforms of other businesses. This helps us realize our brand promise of delivering meaningful experiences to employees and clients customized to their unique style. In particular, we have had success with large financial services firms and banks launching platforms in the employee financial wellness space. They all have very different angles and approaches – but the key point is that the online management of financial personality is here to stay and becoming a category king in its own right. This reinforces our strategy.

Validation and affirmation

We completed one of the world’s largest known behavioral finance studies looking at the financial behavior data of more than 35,000 people and how it connects to validated personality insights. The research demonstrates a high degree of alignment between the spending habits, planned giving, investing style and other behaviors to the personality style measured by DNA Behavior. We knew our system produces highly predictive results with a 91% overall reliability, this research confirms how people live it out.

Deloitte’s just-released 2019 Banking Industry Outlook also affirms our work and the path ahead we’ll be on with our banking (and other financial) partners and clients. This Big Four firm is optimistic, noting promising times ahead for banking and capital markets, as well as opportunities to double down on transformational technology, including an even better understanding and leveraging of data. We’re excited to be part of deciphering what that means to different organizations and helping them implement. (In the meantime, you may want to add this great Deloitte report to your reading list.)

We know what’s ahead; thanks for being part of it

Finally, our “why” in business is to foster people to become more self-empowered. The work noted above is a big step to achieving this “why” goal on a mass scale. We want to be part of changing the culture of business with the adoption of an Understanding People before Numbers approach. We know that, businesses of any category must do far more work in the area of culture if they are to grow on a sustainable basis. Behavioral management is just one of many components needed to build a strong culture.

Looping back to the wisdom of Warren, Buffett says, “Only when you combine sound intellect with emotional discipline do you get rational behavior.” I would posit that you also need that winning combination in order to optimize your organizational culture. So, in 2019 we will be championing the growth of culture and want all of you involved.

Let’s play bigger!

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Are You a Consultant? Seven Keys That Will Set You Apart From Competitors

When a consultant is engaged to resolve a business challenge, invariably they begin the process with a meeting to uncover the issues.

One huge pain point for consultants is getting to the bottom of specific problems. Being able to analyze what is being said about the issues to deliver solutions can be tricky. It doesn’t matter what level of the organization is briefing you, care must be taken to apply a behavioral and communication filter to what is being said.

Regardless of the briefing – most skilled consultants would agree that a very large percentage of business challenges is people-related.

As a consultant, this is fertile ground for you. Regardless of your expertise in any given field, being able to analyze behaviors is a key selling point. A unique point of differentiation that actually pays dividends. From the C-suite to the front line – all behaviors and communication styles should be known.

Since 2001, DNA Behavior has used validated behavioral insights to guide businesses building a stronger people culture. The Natural Discovery process reveals practical information on how best to manage behavioral differences. By delivering customized experiences for management, their employees and customers, you will be positioned to resolve wide-ranging challenges your clients might be facing.

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2002 Harvard Research shows 87% of business issues are communication-related – caused by human behavioral differences.

If coaches, management consultants and others are to provide companies with solutions they need to dig below the surface, they’re going to need ways to find out individual behaviors, including whether, or not, people are emotionally invested in the company.

So, getting below the surface of the people is critical:

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At DNA Behavior International we have recognized over the past 20 years the importance of understanding #PeopleBeforeNumbers.

Using scientifically based data gathering, we know that even the most difficult of business issues are rooted in individual behaviors. Not surprisingly, many CEOs find people issues a challenge. They feel, quite rightly, that dealing with the people takes their mind off the strategy and direction of the business. And, the day-to-day pressure of business can surface many challenges, not because of incompetency, necessarily, but because the norm has become mundane and people behave differently when bored or unfulfilled.

Consultants are in a highly competitive market place. There is plenty of work available for quality consultancies and this means there is significantly higher competitiveness. Again, you need a point of differentiation and DNA Behavior International can provide you with that unique insight and edge.

DNA Behavior can provide you the consultant with solutions that bring a fresh perspective and a breadth of experience to companies you work with.

Why not take 10 minutes to complete your own DNA Behavior Natural Discovery. Whatever you offer in the way of consulting – we partner with you to enhance the people part. Sounds too good to be true? Why not try it? Complimentary, on us. You’ll appreciate the difference and so will your clients.

COMPLETE BDNA DISCOVERY

Consultancies exist in many shapes and sizes. Whether you give strategic advice, solve crises, help increase efficiency or provide other solutions, when you can reveal individual behaviors and talents your service offering increases exponentially, enabling you to provide more focused and more quantifiable perspectives and solutions.

DNA Behavior can work with you to differentiate yourself:

  1. We offer scientifically-based Natural Discovery tools that enable you to know, engage and grow your clients and their staff at a deep level.
  2. We train you to interpret and use the Business DNA Natural Behavior Discovery Reports to improve Personal Talent, Hiring and Team Performance. And, to make that first meeting pitching your work more impactful.
  3. We deliver tools and insights enabling you to work with clients to improve the Hiring Process and Conduct Behavioral Interviews.
  4. Working with groups – got that covered. You will be able to build team performance through a greater understanding of personal and team member motivations.
  5. You will know how to work with leaders to interpret and use the Business DNA Leadership Performance Report and guide a leader to build a Leadership Performance Plan.
  6. You get access to Communication DNA Discovery Reports to increase the emotional engagement of employees and customers for relationship performance.
  7. You will be able to offer services to Diagnose Business Engagement Strengths and Struggles through Behavioral Insights for improving Business Planning.

Here’s a personal invitation from our CEO/Founder to partner with us to build your business.

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

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Career Profile Tool Helps Prepare Vets for Civilian Employment

Our DNA Behavior team came to know Joe Corsino, founder of The Welcome Home Group, and the groups Career Readiness Program, and saw a role within it for our DNA Behavior Career Profile. As a U.S. Air Force veteran – and someone who is passionate about our DNA solutions – I am proud that the profile tool is now one component of TWHGs work. It was an easy decision for us to provide this to Joe and his team at no cost.

As you might imagine, the Career Profile helps people determine their career path based on their Natural Talents by identifying things such as desired tasks, team roles, work environments, and work rewards. Essentially a 10-minute questionnaire, the Profile helps both TWHG clients and their career coaches better understand a client’s desired career path or work role and/or where they see themselves in their careers.

Founded in 2012 by Joe, The Welcome Home Group offers preparation and execution of that preparation for veterans and veteran spouses as they transition to civilian employment. The all-volunteer organization accomplishes its mission by partnering with other organizations across the country.

“Were focused on a common-sense approach for the veterans and families we serve, so it makes sense to use a career profile instrument that gives job seekers and the people who are helping them objective data that fuels the process, giving them another edge toward career transition success,” says Joe, who founded TWHG after 2 years of research on veteran unemployment. “In fact, we use the same profile instrument with our volunteers, and it helps us build strong teams within the organization, which, again, makes us better at helping our clients.”

The Fort Lauderdale-based national non-profit is committed to reducing the unemployment crisis that exists for veterans and their families. It has been primarily self-funded since 2012, accepting donations and a few small private grants.

Joe notes that DNA (Behavior) has done so much for us. Not only is it incorporated as part of our program, but they are truly corporate partners. They and their career profile have been a good example of you get what you give, which is a core philosophy for us and the people we serve.

We were excited to hear the experience of a veteran who has been through The Welcome Home Groups program; you may find it interesting too.

Florida-based Cali Davis was no stranger to career changes. She had a career as an operations manager until the economy took a nosedive in 2008. She was the last in the door at her employer so, yep, when layoffs began, she was one of the first to go.

I looked around and found a job as a linguist and didn’t realize until I met up with the recruiter at the interview that this job was for a linguist in the military, Cali says. She had a couple of job choices, and of course training to go through, and ultimately selected the MOS (Military Occupational Specialty) of Intelligence Analyst in the U.S. Army.

After deploying to Afghanistan for two tours, she had an opportunity to be honorably discharged from the service at the end of 2012. Thinking the timing might be right to re-enter the civilian workforce, she took the chance.

I worked as a contractor in the capacity of an intelligence analyst in Afghanistan, she says, and quickly received a promotion to management. But when it was time to come stateside again, Cali had a tougher time finding employment. At one point it was suggested that she dumb down her resume, for instance, eliminating her MBA degree and experience and take an entry-level job. She persisted.

Someone told me about programs through the V.A. (Veterans Administration) in Broward County, Cali says. I had accessed V.A. programs before, but this time it was different. That’s when I heard about The Welcome Home Group.

She says she was skeptical because she had been through different programs before but went. What I heard that time was the perspective of someone who truly understood (me), she says. It was a different type of program, a program where they didn’t just create a new resume or send me to a class then turn me loose. I had to commit to a 30-day program and they were going through it with me.

That was the beginning of a new foothold in the civilian workforce for Cali, who had been through a few jobs since her contractor experience. She finished TWHGs program about which she is very enthusiastic and it took some time, but she connected with the founder of a small business who is now her boss.

She is now a Human Resources Business Partner for Working Gears, LLC, a human resources consulting firm that provides counsel to small, and mid-sized organizations. Not surprisingly, Cali also is now a strong proponent of both THWG and of working with and giving other veterans a leg up whenever possible. She hopes that more Veterans would take advantage of this program because it truly helped set her up for success.

This job and company and what we do are exactly what I wanted, Cali says, sounding very much like someone who is not only on the journey she couldn’t have envisioned before, but one she helped create.

Our insights have solved communication, goal-setting and investing challenges in over 123 countries through 11 languages and 12 proprietary DNA Behavior Discovery Processes, but none are more important than helping veterans like Cali succeed in post-military careers. To Cali and The Welcome Home Group, I say Hooah! Thanks for letting us tell your story.

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

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For The Right Financial Advice, Get The Relationship Right

This article first appeared on Nasdaq.
No two people’s financial situations are ever the same. Finding a financial advisor who really understands that and who can deliver truly tailored advice is getting progressively more difficult.

So, it is increasingly incumbent upon financial advisors to have a depth of behavioral insight in order to deliver a significant level of personalized advice. Some advisors have taken steps to obtain a range of behavioral finance tools to ensure they are meeting client needs.

But the use of scientifically based data gathering tools is only part of the solution. The core objective, and a regulatory requirement, is to put the client first. If financial advisors are proactive in demonstrating their absolute commitment to delivering individual client-based solutions, they’ll be demonstrably more successful, as reflected by client satisfaction, retention and referrals. Behaviorally smart financial advisors don’t wait for regulatory requirements to force them to seek out ways to more effectively understand client communication:

  • They learn how to communicate with clients who find money an emotive subject;
  • They know how to satisfy the client who wants to be presented with exciting opportunities;
  • They know how to talk to a risk taker who needs to put the brakes on;
  • They invest time and resources into holistically understanding client’s financial personalities; and
  • They learn the methods for revealing information, hidden below the surface, that is pertinent to client’s financial well-being.

Be the advisor about whom a potential client thinks, she could become my financial coach and mentor. Or, I believe this advisor is the guy with whom I can work for years that my family will rely on as they need financial advice and make life decisions.

Sadly, many clients don’t feel empowered to engage new advisors. Often this reluctance to change their advisor is simply because trust is at an all-time low. Therefore, better the devil you know holds.

A colleague’s insight

A recent conversation with a colleague is worth sharing:

Many years ago, I wanted to invest in an exciting start-up. Something about this?entrepreneur and his ideas excited me. My financial advisor wouldn’t even discuss the opportunity, referring to me as a novice in terms of investing and to the entrepreneur as a seven-day wonder. The advisor had no idea about me, my plans for my life and indeed I think saw me as an amateur.

As I am reminded of that incident many years ago, I wonder if the advisor (long since out of my life) remembers the conversation as he watches the multi-billion-dollar empire this young man went on to build.

All it would have taken for this story to have a different ending, was an advisor who understood that I dont take risks, but that I am very savvy when I see an opportunity, and that at that time I could well afford the amount I wished to invest. But that advisor had no idea how to communicate with me.

That is just one of the many anecdotes we hear.

Client-centric for the win

It’s time for advisors to approach their clients as though they were their financial advisory soulmate. Working toward matching clients with advisors, based on communication style and the understanding of behavioral biases and decision making, will build confidence for the client, and enhance relationships for the advisors. Such a customer-centric transformation – that is, putting the client first – builds trust and attracts more customers.

Not every organization can afford to invest in sophisticated technical solutions, but even the smallest of advisory firms can and should invest in a process that reveals client’s financial personality and communication style at a deeper level.

Restoring trust and faith in a battered and bruised financial sector starts with you. With putting people before numbers. With relationships.

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

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Sticking to an Authentic Behavioral Discovery Process

 

The process of gathering scientifically based behavioral data is interesting. Filled with comments and contradictions. We at DNA Behavior have seen and heard them all. The most often heard is:

  • that is such an accurate report about me
  • I thought completing the process would be easier
  • but the process was hard
  • I didnt know which way to respond
  • I had to just go for it
  • look at how accurate the outcomes are
  • I really like the DNA results, but the journey was hard

And so much more. We make no apologies for the 10-minute DNA Natural Behavior Discovery questionnaire using 138 different words in 46 inter locking Forced Choice Questions. The questions are deliberately tight so that a specific outcome is achieved. Definitely, a right data in, right data out approach has been taken.

We know the importance of being able to authentically defend our discovery process is why we are so well positioned in the market place. When the DNA Discovery Process was designed it was critical, too, that the questions removed situational, cultural and educational biases and could not be easily gamed. Further, at all costs we wanted highly predictive measurable behavioral insights which would be universally applicable across the globe for all people and remain true for the long term regardless of the situation or circumstances the person is in. In other words, it would get to the core of who the person is. We knew this holy grail of behavioral measurement could be achieved and is forever grateful for the knowledge and guidance of Carol Pocklington and Lee Ellis to show the pathway.

Yes, we could simplify the questionnaire, but, why would we? That said, we listened to our customers, and one of the important business keys we discovered was that customer concerns are a rich source of marketing material. One of our friends – David Rendell talks about in Freak Marketing that looking to your greatest weaknesses will be sitting your greatest strength.

If customers were loving the outcome but not the process, what was this saying about our discovery process? We discovered (though we knew it) that our process may be antagonizing our customers by the tight choices it asks them to make when choosing Most Like and Least Like from 3 non-situational words or phrases across 46 questions. Some say, I am all of those in about 6 to 8 of the questions.

What the questions are doing is getting the participant to prioritize their greatest strengths/talents. It is not saying for the 3 choices they are not like them in any way. In varying degrees, we exhibit all the words in some situations. It is more about how regularly and strongly the behaviors are exhibited.

Overall, we found ourselves being able to offensively defend the questionnaire since it more reliably delivered better, deeper and more incisive insights into unique behaviors over long time periods. Again, when you must make serious decisions, do you want to participate in a fun and sometimes lengthy process which gives you a shallow and unreliable result? Or, would you rather participate in a quick but tight process which provides a deep set of very accurate insights that will be true for your life time?

Our purpose with the DNA Discovery process is to uncover the natural DNA behavior that sits below the surface; it is not seen because it is masked by the more dynamic (situational) learned behaviors that are shaped by the persons life experiences, education and values.

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Therefore, a persons overall personality, at any stage of their life, may be seen to change, but their core natural behavior will remain very consistent. Further, revealing core natural behavior draws out their inherent talents, strengths and struggles (blind spots) and communication styles.

The DNA Behavior Natural Discovery Process was designed to holistically uncover, capture and measure all dimensions of a person’s natural DNA behavioral style as the core of their personality. That is their ingrained, go-to, hard-wired behavior that was set by the time they were 3 years old. This is how people inherently make decisions, take direction and work with others; how they interact and build relationships, achieve results, handle information, complete tasks, develop trust, set and achieve goals, take and live with risks and their learning styles. This also includes their communication style, financial decision-making style, behavioral (finance) biases and their response to market movement (as an example).

After significant academic research and discussions with our independent team of experts, we selected the Forced Choice Assessment Model over the more traditionally used Normative (Likert-type) Scaling Model for measuring Natural DNA behavior. This led to the design of the DNA Natural Behavior Discovery Process; a system capable of assessing 8 major personality factors as well as 24 related sub-factors. The fact we can reliably measure 32 behaviors from 138 words across 46 questions is remarkable given that other systems need 15 to 25 questions to measure 1 behavior with less accuracy.

So, what is the Forced Choice Assessment- The traditional Forced Choice Assessment format is a descriptor used in psychometrics to signify a specific type of measure in which respondents compare two or more desirable options and pick the one that is most preferred. This is contrasted with measures that use Normative/Likert-type scales, in which respondents choose the score (e.g. 1 to 5) which best represents the degree to which they agree with a statement. Source: https://en.wikipedia.org/wiki/Ipsative

A correctly structured Forced Choice format using singular words (versus sentences and statements) presents the individual with item options that are equal in desirability with situational, cultural and educational biases removed; this ensures response choices they make will be far less likely to be influenced by social desirability, circumstances, experiences education or environment. Therefore, the outcomes will reveal inherent behaviors, hardwired core traits and strengths and struggles of the person being assessed which are universally applicable.

We are aggressively authentic in defending our method, the outcomes and the process. Were not embarrassed about this. Our approach is intentional.

Tight questions, using the Forced Choice methodology, get great life results and outcomes which are very strong. This enables individuals to understand their unique inherent behavior and from that position make strong life and business decisions.

The Forced Choice format forces the participant to instinctively choose their answer, and respond more truthfully, as there is not one obviously desirable quality to pick from. Also, the Forced Choice format reduces the potential for the participant to agree or disagree. A Forced Choice format using triads of items (a block of 3) enables greater insight into the interactions between the items for enabling more specific measurement of the behavioral factors (traits).

Further – the results place behavioral knowledge firmly in the hands of the individual. From this position -

  • They are better able to understand who they are in terms of strengths and struggles.
  • They have substance upon which to base life, financial and business decisions.
  • It tells people how to manage their communication style.
  • It reveals talents both overt and hidden that can be applied to career choices.

One of the important outcomes of this discovery approach is to understand that strengths, (upon which most people focus) can, under certain circumstances, become struggles and are difficult to manage without self-awareness and knowledge.

Why not spend 10 to 12 minutes learning about your own unique natural DNA style. Take the Business DNA Natural Behavior Discovery process or the Financial DNA Natural Behavior Discovery Process. Use the link below to take you to the questionnaire.

This scientifically based and validated discovery will reveal significant aspects of your natural behavioral style that is the core of your personality. It will help you as make healthy life, business and financial decisions.

Contact us if you would like to discuss this. Our highly skilled consultants will provide you with feedback on the discovery, and help you to take the next step in building a behaviorally smart life. To learn more, please speak with one of our DNA Behavior Specialists (LiveChat), email inquiries@dnabehavior.com, or visit DNA Behavior

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Markets Are Not Predictable, But Human Behavior Is

This article first appeared on Nasdaq.

Understanding how to uniquely manage each client during periods of market volatility is a major issue for advisory firms. So, when you have the capability to predict each client’s reactions in advance of market movements, communication is straightforward, understanding that markets are not predictable, but human behavior is. After all, mismanaged emotions destroy wealth.

In a down market, some cautious clients will panic about losses. On the other side, more extreme risk-takers will see it as an opportunity to buy. Prioritizing the management of clients based on market fear (or lack thereof) and providing corresponding key insights will develop more effective client relationships and retention.

Research demonstrates that markets cannot be predicted by advisors and investors. Instead, advisors should manage the behavioral biases of their clients. In fact, advisors are in an optimal position to do so.

Check yourself before you wreck yourself: Clients need to be part of the discovery process from the outset. This can only be achieved using highly targeted questions via an online discovery process, or verbally. Afterward, advisors can deliver advice based on the client’s goals, rather than the advisor’s perception or interpretation of client needs.

This leaves the advisor better able to align solutions and offerings to who the client is and what they are trying to achieve. It takes the advisors biases out of the conversation. Whether they are the personality biases or personal financial biases, the advice now becomes all about the client. Discovery upfront, as outlined here, delivers both a filtering and alignment that provides greater objectivity on the part of the client and advisor.

Emotional insight

Understanding and managing clients during market volatility is all about their emotional balance. If they are to achieve their goals, its important for the advisor to know how to stop them making silly decisions on their journey via emotion-based decisions or reactions to market movements.

This is where behavioral coaching and educating becomes such a big part of what advisors should be offering clients. Not every advisor, though, is going to have the skills necessary to coach clients in this way.

The use of a highly-validated discovery process that identifies and measures both inherent and learned behaviors will make advisors aware of clients who will react emotionally to triggers like disturbing media headlines or presidential tweets. Advisors with concrete insight can then best manage the client and their reactions for the best outcomes.

Having this insight on clients financial personalities delivers a more sophisticated set of tools into the hands of advisors.

Understanding the wiring and the whys

We humans have certain decision-making biases that are hard-wired early in life. These behavioral biases can be predicted, as they are inherently part of our DNA. The biases usually reveal themselves in times of higher market volatility, when a person is under more pressure or when a major life event takes place.

The key for investors is not to churn their accounts too much in times of volatility. For some advisors and investors whose DNA is wired to be fast-paced, overtrading will be a greater temptation.

As an investor, it’s important to know how much your account is actively managed. Active management can equate to overtrading and, in the end, could be costly or even destructive if not properly moderated.

The other bias to recognize is that investors have a much greater aversion to losses than gains. Those investors whose DNA is wired to be patient and risk-averse will feel the pain of losses much more; so, managing their emotions in times of volatility is crucial. These clients will need a portfolio that is very different from those that are higher risk-takers.

Advisors need to learn how to advise and communicate with each client uniquely in terms of their reaction to market volatility. Again, this is why advisors should consider using sophisticated, targeted questioning to gain insights into client behavior. Having predictive behavioral insight at the start of the client/advisor relationship is significant.

A customer-centric approach in all service industries is essential. But with the scrutiny and attention placed on the financial services sector, such customer focus becomes crucial to the reputation of the business, to client retention and to the overall success of the business. Further, it is a regulatory requirement.

Advice must now be tailored to the individual. One size does not fit all. Advisors who don’t get on board in terms of understanding the behaviors of their clients risk compromising their business and leaving themselves wide open to litigation.

Advisors no longer just need to know how they need to know why. Do you #KnowTheWhy of your client’s life and wealth creation goals?

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