Are You a Behaviorally Smart Consultant?

Are You a Behaviorally Smart Consultant?

Some of the greatest and most successful businesses started in a garage, on a kitchen table, or the idea was first written in a childlike dream journal.

Many of us broke away from safe salaried positions to step out on our own. Not having the desire to chase the corporate or entrepreneurial dream, but all with a passion in our heart and all wanting to be an independent consultant in our chosen field.

But for every consultancy there is a time when you face a cross road. Maybe the consultancy has plateaued and you just can’t get it to the next level without more framework, processes and, importantly, insights. Most consultants know that place and sometimes the solution to re-start the motor comes from the most unexpected places.

It could be a chance meeting; a never before identified hole in the market that you can fill; a restructuring of your target audience or a chance reading of an article like this.

We at DNA Behavior International are looking for YOU.

Not your clients, not your expertise (well, that would be interesting to hear about). We are looking for consultants who know they need another valuable tool in their kit to be able to offer a higher level of expertise to their clients, deploying behavioral insights inside organizations.

Some 20 years ago a conversation took place in which a couple of minds shared their frustration with how they were being served in the financial services industry and we thought, if they had known how to communicate with us, if they had known how to understand who we are and what we were trying to achieve in life they would have kept us as clients. Needless to say, they didn’t.

But the conversation turned to a broader range of topics. Why, we asked each other, do service providers neither know or care who we the client (or customer) is?

We then moved our conversation into our own areas of expertise and what we could do to save the world, or at least, failing businesses. This is what we talked about:

  • How can a service provider get to know what makes their client tick?
  • If they could, would that mean they could offer a more effective service?
  • Would they need enhanced skills in building interpersonal relationships?
  • Would understanding a persons inherent behavior change the way businesses operate?

For example:

  • How people were hired
  • Who was hired
  • Who is the ideal client
  • Building a healthy corporate culture
  • Team spirit
  • Leadership – what approach works, what doesn’t work and how willing would they be to put People before Numbers
  • Would communication be different
  • Might there be fewer conflicts in need of resolution
  • Would individuals have a greater sense of responsibility and passion to delivering the vision of the business
  • And would getting the behaviors right and understood radically impact how clients are treated and how much more likely they are to stay with you)
  • Could the bottom line of a business consultants work be improved if they knew how to impact the behaviors of the clients they work with?

So, here’s what was birthed some 20 years ago out of that conversation.

DNA Behavior International is a behavioral sciences business which uses validated behavioral insights to enable organizations to deliver customized employee and client experiences. In particular, it helps people and businesses with effective communication, operating in their strengths, managing emotions and making smart decisions that helps individuals and organizations discover and leverage strengths.

And this is why we are looking for YOU.

We want to find consultancies who want to partner with us to build their practices/businesses.

We are not focusing on consultants in any specific industry; we’ve found that every kind of industry always has an element of people and behaviors where there is a need to know, engage and grow every client and their employees and clients, to build a behaviorally smart business, that in turn grows your consultancy.

What we are looking for are consultants who want to grow their business using scientifically validated behavioral intelligence solutions.

This is a call to arms for all such business owners who are currently engaged in delivering services to organizations.

Whether you provide coaching, mentoring, training, 0r HR functions, and from the C-suite to the shop floor, DNA Behavior International is looking for you

Partner with us, and our behavioral intelligence solutions will unlock business value for you and your clients and give you a significant competitive edge.

We at DNA Behavior International will be the point of difference that sets you apart from other business consultants.

This solution is already in use worldwide in major industries; we have decided to widen our relationship to include your consultancy.

DNA Behavior International is an international authority in the field of scientifically based insight into Natural Behavior Discovery. It is the world’s only all-in-one behavioral intelligence business platform for reliably discovering all dimensions of personality.

  • Its use can solve 87%of business issues.
  • It can improve employee productivity by up to 40%.
  • It increases team productivity by up to 70%.
  • It increases revenues by 23% per year

So, if you want to know more and receive a complimentary discovery process then link with me and/or message me.

hungry for more when a meal surpasses expectations

Hungry For More: When a Meal Surpasses Expectations

Did you ever have a meal so good you wanted to tell everyone about it? I had one recently and want to share the experience with you, but you won’t be hearing about a perfectly cooked piece of fish or an imaginative dessert.

No, instead, I want to share the spark that was ignited during our first interactive dinner, which we called Thought Accelerators: Future Fintech. Think Mastermind and think-tank meets a great meal. The idea, deployed on an evening falling between two days of DNA Accredited Financial Advisor Training in Atlanta, was to bring together participants ranging from beginners to experts to discuss behavioral insight challenges and solutions.

By bringing together individual perspectives across a diverse array of careers and experiences, we wanted to further activate what they had learned and do a bit of forecasting. I couldn’t have predicted the results, how powerfully this group would embrace its collective goal, nor the energizing interplay and takeaways.

I had prepared three questions I hoped would provoke conversation, then began questioning whether to jettison a couple of those. I am glad I did not. Those questions and just one each of the responses follow.

What role do you think behavioral insights will play in shaping the future of financial services industries?

Help advisory clients/investors become more self-empowered: Behavioral insights give them the personal power to put them in control of themselves and therefore money. Rather than the energy of money in financial markets (and the system) controlling people, they can make sound decisions – about money and most anything else.

In some senses that future is here; we must now put this power in the hands of more advisors and other professionals so they can, in turn, magnify the number of clients leveraging their own insights.

How do you think personalization will scale in the future? (Will we need human intervention to use personalization?)

Businesses must garner and analyze the right data points, even the granular ones, and make them actionable to close the intention-action gap if they want to truly achieve personalization. Ultimately, the insights must be so accurate and delivered in a user-friendly way that people see themselves in them and feel understood. Only the power of technology enables this more personalized experience be delivered on a scalable basis. Nevertheless, the tech must set up these deeper empirical inputs to be leveraged by humans or by further machine learning based tech, (perhaps) including AI.

And scale must not supplant personalization; it must foster/enable it. The demand for personalization, up to and including anticipating someone’s needs, is growing and must be part of the equation, whether the insights are powering big data or smaller cohorts.

It was clear that that the right data points to deliver the right adaptive experience in the future which will evolve through machine learning must include hard-wired behavioral insights and not just the typical demographic and transactional information that situationally changes.

How are you seeing personalization of financial services being done today? What do you anticipate will happen in the future?

So far, behavioral science has been used to get people enrolled en masse into a program (e.g. – a retirement solution) but not to change behavior – emphasis is on scale and not personalization. In the future, more accurate data points will be needed to power machine learning solutions, with more powerful humans finishing the conversation.

What that means to me: Helping develop more personally empowered leaders and advisors (the best need to be better) to guide more highly evolved clients who have access to more powerful online information and solutions.

In conclusion, the observation came out that with technology things are changing every 5 years. So, now innovators are looking to build their solution on what will be stable and around for 10 or more years. It was clear to everyone that DNA natural behavioral insights about a person have been scientifically proven to be around long-term. So, there is no reason why DNA Behavior cannot be the common language of a very powerful inter-connected ecosystem of specialized businesses providing apps and services.

Ironically, this meal was so good, I was left wanting more. That’s how electric the evening and its conversations were. So, while the initial goal was that adding this think-tank component to an already-planned workshop would ensure attendees could immediately begin leveraging unique financial personality insights to further help clients achieve greater self-empowerment – and wealth accumulation the result is that we’ll be having more Future FinTech dinners.

I can’t wait to see what great ideas, insights and collaborations are on the menu. If you’re interested in being part of one of these dynamic evenings, please just drop us a line.

To learn more, please speak with one of our DNA Behavior Specialists (LiveChat), email, or visit DNA Behavior

To effectively coach mentor begin with validated individual insights

To Effectively Coach/Mentor, Begin with Validated Individual Insights

As a DNA Behavior Accredited Consultant, I coach and mentor business leaders and individuals daily.

Every person I have coached has begun the engagement by saying in various ways that they want to find and fulfil their life’s purpose. Very often they are at a crossroads and need someone to signpost them in the right direction.

Universal signpost: Personal behavioral insight

Whether she’s a leader frustrated by her inability to drive greater success, or he’s an individual who has lost his way, every issue boils down to one clear truth – the lack of personal behavioral insight.

In the case of the leader:

  • How they lead;
  • How they communicate; and
  • How they manage people.

In the case of the individual:

  • How can I feel more appreciated?
  • Why can’t leadership see my unused talents?
  • How can I find my life’s purpose in work?

Whether as a leader or as an employee, each desire to do a good job that is life-giving and has meaning. But when their endeavours are not appreciated or ignored, people lose their compass. And often lose interest and initiative too.

Digging below the surface I find there is often dissatisfaction. An itch they can’t scratch. A longing that can’t be met. Unless this can be revealed, individuals can’t change direction and realize their life’s purpose. And, without this same revelation, leaders can’t create the space for team members to achieve it.

Fully engaged, focused on success

There are many reputable reports and studies showing there is a definite correlation between engaged employees and creative output, and how these drive business growth and innovation. So, when a client comes to me for coaching, the question of leadership always comes into the conversation.

Leaders have a huge responsibility in terms of creating settings within which people can work to their optimum. But when leaders do not know their people at a deep level, its unrealistic to expect them to establish spaces that enable individuals and teams to become engaged employees.

Gallup, Inc., defines engaged employees as those who are involved in and enthusiastic about their work and workplace. But the majority of employees are indifferent, sleepwalking through their workday without regard for their performance or their organizations performance. As a result, vital economic influencers such as growth and innovation are at risk.

My personal frustration: The many times an individual says, I just want someone to appreciate me and tell me if I’m doing a good job. Such exchanges between managers and employees don’t in themselves produce engagement, but its a good beginning.

Reconnecting the disconnects

When leaders know how to emotionally invest in their people, then real engagement begins. Whenever I work with leaders, I always ask them if they know how closely the success of the business aligns with the success their people are hoping for in their own lives.

Be mindful of the external stressors the people in your organization are dealing with. For instance, they may be dealing with and worrying about things like buying a home, schooling their children, saving for a holiday, paying off their college fees, investing to create wealth, the health of a loved one and more.

Successful leaders know their employees. They understand the power of engagement. They are comfortable having insightful conversations with them. Moreover, this then leads to healthier conversations when an individual’s work level falls off.

That kind of conversation isn’t about criticism and likely begins with, What’s happening in your world that’s causing this slump in your work? How can I help you get back on track? This is where true engagement comes into play and teams are built on trust and commitment to the business.

This is how leaders build and motivate their people. In the genuine exchanges.

Going below the surface

As consultants we need to advise our clients about the importance of getting below the surface of themselves and the people they lead. Some leaders may need to be taught how to engage in this way.

They may feel vulnerable doing it- but here’s the thing, if they want success in their business, getting the people stuff right is the only way to go. They may need to learn that that people stuff is not as soft and undefinable as they think. There are metrics, processes and tools that can help each of us know, engage and grow ourselves and the organizations we lead.

The first step for me in my coaching and mentoring approach as a consultant is for each client to complete their DNA Behavior Natural Discovery process. I can’t possibly advise, mentor and coach when I have no idea what people have hidden behind their personality mask. I wouldn’t even try.

Armed with this in-depth insight, I can then very quickly help them accelerate their performance, enabling them to achieve success on all levels regardless of where they sit in the organization.

Experience the kind of insights Im talking about by taking the DNA Behavior Natural Discovery yourself, at no cost or obligation.

To learn more, please speak with one of our DNA Behavior Specialists (LiveChat), email, or visit DNA Behavior

sustainable cultures built by managing differences

Sustainable Cultures Built By Managing Differences

This article first appeared on HR Management.

We previously focused on How would employees describe your culture? That is, culture and the role leadership has in shaping it.

Now, let’s talk about implementing culture. How do you gain the insights to identify talents and behaviors to deliver a healthy culture that leads to the delivery of productive business strategies?

Well like most things, it begins with the people. If leadership has little or no insight and understanding into the workplace characteristics and differentiators of their employees, no attempt to introduce a healthy culture will succeed. As over-used as the phrase its all about the people, may be these days, there is no denying that building a culture based on understanding the unique talents and behaviors of individuals should be at the top of corporate agendas.

A company’s culture is its personality; it’s the bringing together of the uniqueness of the individuals into a group of like-minded individuals whose mantra is, our behavior determines how things are done around here.

But the degree to which the culture is good or bad is determined not by complex formal cultural-change programs, but by understanding and respecting the differences in every interaction of individuals, their behaviors, their motivations, their talents, and their decision-making styles. That is, applying validated insights into their core personality.

When leadership invests in knowing their people, culture (of the good kind) begins. It doesn’t happen overnight. But it does happen.

So how to do this? Use a scientifically validated data-gathering tool to understand individuals. Choose one that goes below the surface and reveals behaviors and talents not currently used. The right tool is one that cannot be manipulated; even those taking the discovery test will reveal innate characteristics even they may not know they have.

Empower champions to challenge anything working against a poor or toxic culture. From email wars to breakroom gossiping, challenge anything that doesn’t fit within the culture you want to eventually see.

As more and more is revealed through completing such a discovery process, leadership should regularly take the pulse of their organization to understand what is shaping their employees experience of working for the organization. Do they see changes? What more can be done to stamp out poor behavior, redirecting that energy into productivity? Are they remunerated and rewarded on a basis that motivates them? It is not all about money.

A key win that comes out of this exercise is the amount of personal insight leaders gain from the conversations taking place.

This approach to introducing a cultural shift not only reveals the range of talent, it also reveals what is not being used. It highlights individuals not a fit for their role. But with behavioral insight and tweaking, they can become fit for role and achieve an accelerated performance. Or be deployed in a better-suited role.

Without this people insight, leaders can’t know the personality and character of their people and, thus, of their business. That’s why so many culture programs fail. You can’t just determine the culture you want and force it, not knowing who the players implementing it are.

Employees want to have a good – no great – experience at work. This is especially true of millennials, who are a rapidly increasing part of the workforce. They want to be seen, they want to be valued, and they want to know they contribute in a meaningful way to the business.

But if leadership does not know them in terms of their life goals and individual talents, the workplace is always going to be chaotic, functioning below par and as a hot bed for toxic culture.

Every leader has a responsibility to accelerate their people’s performance through a deeper, more meaningful understanding of their employees’ characteristics, talents, and inherent behaviors.

So, dive deep and learn what makes your people “tick”. You’ll then be able to understand and influence not just how your company is ticking, but how you want it to do so differently.

To learn more, please speak with one of our DNA Behavior Specialists (LiveChat), email, or visit DNA Behavior

how to build trust in a team a business dna product-upgrade

How To Build Trust In A Team: A Business DNA Product Upgrade

When we design feature improvements for Business DNA, we look at the hot topics that are raised in our training and coaching events. Last year, a hot topic was, “How to build trust in a team”. I am excited to announce that today, we released an update to the Trust scoring model for Natural Behavior that will answer that very question.

Trust Scoring Upgrade:

This upgrade was a culmination of 5 years of psychometric research and independent validation by our team of PhD’s and data scientists. The bar is now raised for DNA Behavior as having one of the only independently validated psychometric measurements of Trust in the behavioral profiling industry. In addition, this measurement provides our Business DNA Coaches, Consultants and Users with the following in-depth insights (in addition to the other 54 additional behavioral attributes we measure):

  • Trust and Skepticism
  • Delegation and Controlling
  • Openness and Suspicion
  • Approachable and Questioning
  • Relaxed and Exacting

If you want to know how to build trust in a team, you must first understand how your team builds trust. While asking questions and drilling in on details can build trust for some team members, that same activity may feel like a lack of trust to others. Trust building is not a one-time activity, but trust erosion can be. In order to build trust, you must consistently behave in ways that are seen to build trust with your team. Knowing how each member of your team responds naturally around trust can help you hit the right note with your team members and help you understand why something you do successfully with one person is failing with another.

How to measure trust in a team using Business DNA:

The Business DNA Natural Behavior assessment is an online questionnaire process that takes 10-minutes to complete. You and each one of your coworkers can spend just 10-minutes to complete their own assessment and compare your results. Each individual’s Trust score will be available in each individual’s 1-page factor Report, Workplace Operations Report and the Coaching Report.

How to build trust in a team:

Ready to build trust in your team? Our experience tells us that the first step to build trust in a team is to help each person understand each other’s unique style. The self-guided Team Report profiles an experiential walkthrough of the behavioral patterns for each of your team members and is intended to build trust by opening the lines of communication for each person’s unique style.

Are you Naturally Trusting or Skeptical?

Are you naturally more trusting or skeptical? Find out in just 10-minutes with our free trial. Experience Business DNA with this free trial and see how business leaders, coaches, and consultants discover the talents, communication styles, and personality profiles of employees and customers.

three professionals on couch

Uncover Employee’s Life, Moral And Core Principles To Inform Responsible Investing

This article first appeared on Nasdaq.

Lets go deeper on last months theme: Employee wellness and the role financial advisors should play in encouraging their corporate clients to establish employee wellness programs.

Advisors can enable their corporate clients to accelerate employee performance by introducing well-thought-out financial wellness programs. In doing so, employee productivity typically increases exponentially.

In fact, employee performance can be derailed when they are facing challenges or uncertainty in their lives. For instance, they see financial industry chaos, which can result in doubt and hesitation regarding their investments and other financial decisions. This uncertainty affects other areas of their lives, including work performance.

Aon Hewitt found that most employers (85 percent) say they are creating and adding financial well-being programs because it is the “right thing to do”. Another 80 percent of employers report that their programs are designed to improve employee engagement.

According to Aon Hewitt’s Hot Topics in Retirement and Financial Well-Being, “workers say they want their employer to provide them with the resources to help them obtain a more secure financial future, and it seems that employers are stepping up to this request.”

As financial advisors engage with their corporate clients and discuss the most effective wellness programs to introduce, focus should be on programs that ensure their employees gain confidence in understanding the role financial advisors have in delivering investment advice that lines up with life, moral and core principles.

Keep in mind that employees under financial pressure can cause significant issues to the business in terms of sickness, distraction, and more worryingly, potential rogue behavior. A more targeted approach to employees financial wellness – that includes going deeper into understanding their life goals – will undoubtedly reveal the most effective wellness program to introduce.

Working with corporate clients to introduce a financial wellness program that stands up to scrutiny and is based in integrity helps ensure and bolster an advisers reputation.

So, how should financial advisors advise their corporate clients on how to dig deep enough to reveal their employees financial and life goals?

Bearing in mind that many people do not have financial courage or awareness of their behavior around financial topics, leaders who, as a first step, avail their employees of a scientifically based discovery to reveal their life drivers and financial personality, will be ahead of the game in providing their employees with strong financial wellness programs.

Financial advisors should talk about implementing a financial wellness program that is more effective when leaders have a greater insight into their employees life goals, financial challenges and core principles. Armed with this information, leaders can more effectively evaluate the kind of financial wellness program to introduce. It also goes to the core of designing and implementing a rewards program.

Financial advisors who determine to engage their corporate clients in the financial wellness realm should themselves complete a natural discovery process to get a firsthand look at the deep information that will be revealed.

Financial wellness programs introduced in partnership with a quality behavioral insight tool helps employees ask the right questions of their advisors. They become aware of their tolerance for risk, how and what drives their financial decision making and where, if any, they need to manage their behavior in relation to their finances.

Further, within the business, employee conversations become more transparent around their finances. They will be more likely to seek help and support if they find themselves in a struggle. Better for the employer to know this and mediate a solution.

Financial advisors should ensure their corporate clients understand that when employees have a deeper awareness of themselves and their finances, it drives more appropriate behavior in the workplace as employees learn to line up their business performance with their financial well-being… that in turn aligns with their life plans. That is what delivers an empowered workforce.

To learn more, please speak with one of our DNA Behavior Specialists (LiveChat), email, or visit DNA Behavior