People behave differently

People Behave Differently – Thankfully

This article first appeared on HR Management App.

As the founder of a Human Performance Acceleration firm, I’ve come to understand the importance of diversity, not just on boards and in leadership, but in my own business.

Through broadening the composition of the leadership team, I’ve found that such diversity increases the richness of discussion and expands perspectives from the top down. The challenge is managing the differences such diversity brings. No two people think or behave alike.

As a firm, we manage behavioral differences. And we have technology to help with this. In fact, that IS our business. That said, on a personal level and as a leader who is fast-paced, results-focused and on to the next big thing while everyone else is still thinking about the last big thing, I needed to understand and manage the behavioral differences in my own team.


From the top down, and that meant me

As the leader I couldn’t delegate this. This required my full focus and attention if I were to build a successful business.

Take an example team such as mine. The first hurdle was figuring out roles.

  • What did the business need to grow successfully?
  • How much involvement did I need in that process?
  • Where were the priorities?
  • What skills did I have to be able to manage a diverse team?

It became clear, very quickly, that managing a diverse team, all with spectacularly differing skill sets, required some thought.

Here’s what I did. Many of the lessons are transferable:

  1. I completed a scientifically validated behavioral discovery. One that not only revealed my inherent behaviors but also my learned behaviors.
  2. I then took advice on how best to manage myself. I needed to understand my own trigger points. I needed to check myself before I wrecked myself (and others). I needed to understand my EQ and what I needed to put in place in the organizational structure to enable individuals to contribute to business growth, using their skill sets, at a pace I accepted. This was not easy.
  3. As I hired executives, I took every member of my leadership team through the same process. This was invaluable as we not only came to understand each other, we bonded. We built mutual understanding and respect for each other.
  4. After about four years I found I could delegate more and more control to my managing director, leaving me free to promote the business on the speaking circuit, for instance.

Recognizing and leveraging differences

The biggest challenge I faced was trusting others to run the business. This came with time. More importantly, it became possible because our understanding of one another’s behavioral differences meant we could manage those differentiations and work effectively together.

Our core business has always been about understanding behaviors. Our industry focus is wide and varied but has tended to be in the financial advisor-client relationship space, as well as business leadership.

Now, go big

Through our API (Application Programming Interface) solution, we now deliver real-time behavioral management solutions through validated behavioral insights that connect, customize and power human performance. That was crucial because it enables this understanding and deployment of differences methodology scalable.

If it didn’t scale, it wouldn’t be very useful – at least not in a practical way – beyond small organizations. Happily, the scalable customization of experiences and relationships across a whole enterprise is now a reality.

This process of getting the People Culture at my own firm in order leaves me free to travel globally to promote our solution and to invest time in leaders still making their way on the journey of building a business. What could a thoughtful People Culture process like that described above enable you and your organization to accomplish?

DNA Accredited Financial Advisor Training

DNA-Accredited Financial Advisor Training Provides Edge

We are excited to be hosting DNA Accredited Financial Advisor Training for two days, April 24-25, in Atlanta. Space is limited, so please register soon.

The comprehensive workshop is for financial advisors and wealth managers already familiar with the Financial DNA Discovery Processes, which advisors use to learn the communication styles, financial habits (including setting goals, spending and saving) behavioral biases and risk profiles of clients.

As many of our readers know, Financial DNA provides real-time behavioral insights that enable customized delivery of meaningful advisor and client experiences, with improved outcomes on both sides of the relationship. The workshop builds on the foundation of Financial DNA-savvy advisors, helping them become what we call Human Performance Accelerators, learning unique financial personality insights to further help clients achieve greater self-empowerment- and wealth accumulation.

The training also is recommended for any organization considering implementing a DNA financial personality management API solution.

The six pillars of DNA Financial Planning Performance will be explored in-depth using the company’s proprietary behavioral insights tech platform. (The only validated behavioral insights fintech of its kind.) Attendees should then be able to not only deliver better client outcomes, but also be able to increase and sustain profitability.

The practical and experiential training program addresses Natural (inherent) Behavior and How to Deploy the Financial DNA Discovery Process to meet the behavioral challenges of every client on their own unique terms.

  • (Advisors) discovering their own strengths and struggles;
  • Learning how to use behavioral insights in relating to different clients more effectively; and
  • Identifying ideal clients and keeping them engaged.

Also covered: Learned Behavior and Additional Behavioral Finance Insights, including:

  • Techniques for improving client meeting facilitation with powerful questions across multiple communications channels; and
  • Building behaviorally smart portfolios which align client risk-taking, decision biases, goals, spending and financial capacity.

Attendees also will benefit from a very special new offering: An interactive dinner, Thought Accelerators: Future Fintech, at which training participants ranging from beginners to experts will discuss behavioral insight challenges and solutions, further activating what they have learned toward practical, powerful outcomes.

Complete information and registration for DNA Accredited Financial Advisor Training can be found here. Location information – Dunwoody (North Atlanta), just outside the perimeter – is included at the information and registration link. Those completing the two-day training will receive DNA Accredited Financial Advisor certification.

Who should attend? Financial advisors, wealth managers and others who want to master validated behavioral finance insights that accelerate the results achieved by both advisors and their clients. And, again, the training also is recommended for any organization considering implementing a DNA financial personality management API solution.

See you in Atlanta April 24-25. (Can’t make it then, let us know so we can notify you of future trainings and Thought Accelerator dinners.)

Financial DNA offers:

  • Unparalleled depth and reliability of psychometric validation for 64 core natural behavior traits to identify a client’s unique financial personality;
  • Separate measurement of a client’s communication style, spending and goal-setting behaviors, risk profile and behavioral biases;
  • Unique process for matching advisors, clients, and solutions using our extensive behavioral finance data;
  • Comprehensive wealth mentoring system to help advisors guide their clients in making life and financial decisions; and
  • Digital solutions for practical and scalable delivery across a firm’s whole client base.
Success Comes When You Do What You Are

Success Comes When You Do What You Are

How often as leaders have you heard these comments or observed the parallel behaviors?

  • I can’t do that.
  • I’m not trained to do that.
  • It’s not who I am.
  • It’s just a job for me.
  • I’m not passionate about what I do.

There is nothing more frustrating to people than to be asked to do a job they a) can’t do b) don’t want to do or c) are not passionate about.

For years, I did what I was asked to do. I was good at it, but not passionate about it. Then one day I was asked my opinion about a service issue, not knowing who I was speaking too (my bad, it was the CEO who I’d never met. There were 70,000 employees, so forgive my ignorance), I answered confidently with my solution.

A month later I was called to serve on a senior think tank as they worked and strategized to implement my suggestion.

Suddenly I was fulfilling my passion. I Was Doing What I Am.

  • Creating and designing.
  • Visionary thinking.
  • Solving problems.
  • Thinking globally.
  • Building consensus.
  • Communicating both verbally and in writing.
  • Setting goals.
  • Taking the message to the world.

Years later, I got to know why I was so passionate and successful with my work. I completed a Business DNA Natural Behavior Discovery assessment and was given detailed insight into the core of who I am.

Suddenly everything lined up. I knew that trying to be successful outside my uniqueness would only bring heartache. But I also learnt what a powerful asset I am to an organization, and that alone increased my confidence.

I didn’t just get to understand my hardwiring in terms of my talents. I also now know that I’m very focused, and prefer to operate alone; private, serious, and reserved; and would rather socialize with close associates than with strangers. So, you can imagine, I needed to learn how to work in a team. And having these DNA insights meant I could figure out how to do that.
I also got to understand the importance of reigning in my spontaneity – born I’m sure out of my passion for what I do. This insight is just a tiny part of what the Business DNA Natural Behavior Discovery revealed to me.

The phrase, often used by career specialists, do what you love is outdated. Instead of focusing on doing what you love, do what you are, based on understanding your unique talents.

When leaders get to recognize that behaviors — caused by unmanaged human differences, pressure and emotions — derail performance, then they can guide their people to achieve greater self-empowerment so that they make behaviorally smart decisions, accelerating their performance to live a quality life with meaning, delivering the results the business needs.

But don’t take my word for it. Give it a try and experience your own unique human performance acceleration. Then you can do what you are

Here’s is a link to complete your own Business DNA Natural Behavior Discovery.