Behavioral insights can help you design highly collaborative teams, so that the top talent you recruited can truly thrive…along with your business.
The hiring process is designed to find people with the appropriate experience and skillset for a job, but there’s a critical factor that is often missing—an understanding of their behavioral strengths. Every individual has a unique way of thinking that is the key to how and where they can make the most impact in your organization. To set them up for success, they need to be placed in roles that are in sync with their natural strengths. Then, you can build behaviorally diverse teams that allow everyone to do what they do best, ultimately creating next-level collaboration!
The value of behavioral insights in a nutshell:
PURPOSE
Maximize individual and business potential through an understanding of natural behavior.
REVELATION
The core behavioral traits that drive how each person lives and works (personality, motivation, work style, risk tolerance, etc.) are revealed.
PHILOSOPHY
Differences in thinking and behavior lead to better decision-making and innovation.
RESULT
Individuals are aligned with roles in sync with their natural strengths, enabling full contribution and greater career satisfaction. And teams are built more strategically, unlocking their potential.
Let’s look at a few key areas where behavioral insights can be used to build diverse teams who get the results you need for your business!
Let’s face it, new ideas, new processes, and new products don’t come from a bunch of people who think alike. Diversity is what drives stronger decision-making, innovation, and adaptability. The behavioral insights from our web app can help you get the right blend of behavioral styles on each team so you can boost creative collaboration, giving your business a significant competitive edge.
Innovation culture requires that you factor in behavioral diversity to get a strategic blend of skills and personalities.
Think about this…
Would you want a group of five amazing visionaries on a product development team, or a more behaviorally diverse group comprised of visionaries as well as others who are more inclined to dig into the details, strategize, create processes, and think about design aspects?
You can learn more about how behavioral diversity can fuel a thriving, innovative workplace culture by reading our blog post, The Next Level of Diversity and Inclusion.
It can be a challenge to keep pace with emerging technologies. AI tools can be utilized to do any number of tasks, but someone needs to be able to understand the possibilities and be equipped to deploy and manage those automated processes. That’s not a job for just anybody.
If your team is behaviorally diverse, you will likely have people who can effectively incorporate AI into your business. You just need to figure out who they are. The behavioral insights provided by our web app can help you identify those individuals so you can leverage their natural abilities.
In the DNA Behavior model, for example, either the behavioral styles of a Reflective Thinker or a Stylish Thinker would be a good fit. They both typically exhibit strength in precision, detail, analysis, and problem-solving, which are required for such a role. A fast-paced, goal-driven Initiator may have come up with the idea, but the details needed for execution would likely bog them down. People just operate differently, and that’s a good thing when you understand it…and know how to use it to your advantage.
Getting workers back to the office – or not – is a dilemma faced by many businesses today. Not only do you have to have the right people in the right roles, but you need to have them in the right place. Of course, what makes sense for your business has a lot to do with the type of service you provide, but it also depends on the role and the person. The issue isn’t exactly black and white, so think of it in terms of agility, remembering to consider the behavioral diversity factor.
Here’s what you need to determine:
After gathering all of that information, you will be better equipped to decide who needs to be in the office and who only needs to come in at key touchpoints to build and sustain the culture.
Before you can truly reap the benefits of behavioral diversity, you need to create an organizational climate that promotes psychological safety. That means taking the steps necessary to ensure that every member of your team feels safe to take risks, express their ideas, voice concerns, ask questions, and admit mistakes without fear of any negative consequences. That environment allows for more open communication, leading to a better understanding of the value of diverse perspectives and experiences.
Without psychological safety, behavioral diversity cannot flourish.
As a leader, you can foster connection and collaboration by ensuring that your organization is psychologically safe. If you aren’t sure yours is, you can learn more by reading our previous posts, What Is Psychological Safety? and Is Your Organization Psychologically Safe?
When you take a data-driven approach to behavioral diversity, it’s amazing what you will uncover. A few strategic changes to role alignment can have an enormous impact on your company’s success.
Here are some key questions to assess different areas of the business:
In today’s environment, leaders are being asked to do more with fewer resources, and CEOs need an action plan. You can start by using behavioral data to identify the right people for the right roles, at scale, across the entire organization.
Here’s how you do it:
Our behavioral insights can support strategic talent alignment and help you build diverse teams with the perfect blend of skills and personalities.
Want to know more? Book a Call with one of our experts to learn how to instantly evaluate your team!