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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 inquiries@dnabehavior.com, or visit DNA Behavior

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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.