Almost daily we are reminded of the importance of behavioural styles in the selection of candidates for specific roles.
This doesn’t just apply in recruitment situations where it is of the most obvious importance, but also in internal promotion and appointment to new roles.
As far back as 1936, in his preface to his now classic book “How to Win Friends and Influence People”, Dale Carnegie asserted that about 15% of one’s financial success is due to one’s technical knowledge and about 85% is due to skill he called “human engineering” – personality and the ability to lead people.
Studies carried out by Stanford University and Harvard University have since confirmed Mr Carnegie’s assertions with Stanford suggesting that the figures are nearer 12.5% to 87.5%! The main point is that behaviour is critical to the success of an individual in any role and to choose someone for a position that doesn’t suit his/her behavioural style is gambling with that individual’s future.
We had this pointed out to us very clearly in a project that involved a business that was struggling early in the recent recession. After completing Extended DISC Personal Analysis Reports for a challenged executive team, three of the team resigned after receiving their reports and went in search of jobs that suited their behavioural style.
Each one of those individuals contacted us and told us that obtaining the report was the best thing that ever happened to them in their careers as each one found roles that better suited their style - they were much more motivated and content in their new employment.
A perfect example of ill considered choices in placing individuals in roles can be seen from the examples of the Flexibility Zones in this article. The organisation hadn’t been using Extended DISC methodology in the selection of staff in external and internal recruiting.
Two of the four people were promoted from roles that suited their style into roles that seriously challenged them. They were promoted because they had successfully performed their duties in a specific role without any consideration of the pressure that would be placed on them in their new positions.