becoming a bdna performance advisor v2 - business dna · 2020-03-12 · discovering your...

1 Copyright ã 2001-2017 DNA Behavior International

BecomingaBusinessDNAPerformanceAdvisorOptimizingOrganizationalPerformance

September2017

FeaturedHostDNABehavior– BusinessDNA

• LeonMoralesChiefRelationshipOfficerleon.morales@dnabehavior.comwww.linkedin.com/in/leondna

• TrippRockwellChiefMarketingOfficertripp.rockwell@dnabehavior.comwww.linkedin.com/in/tripprockwell

LeonMorales

TrippRockwell

BehavioralIntelligencePlatformManagingHumanCapital

Today’sWebinarObjectives

Throughbehavioral discoveryunderstand,developandproductivelyusehumancapitalfortransformingpersonaland

teamperformance1. UnderstandthatBehavior,CommunicationandLearningstyleishard-wiredbut

canbe“influenced”

2. StartwithSelf-Awarenessandunderstandingwhynaturalbehaviormattersintheworkplace

3. SummaryofTeamDevelopmentStages:Forming,Storming,Norming,andPerforming.

4. Leadership360– teamreviewforleadershipdevelopment

5. Understandhowtoadaptyourcommunicationfordifferentpeople.

ClosingtheBehaviorPerformanceGapforTeams

*2009GallupResearch

+70%TeamProductivityGains*

TeamGrowthDrivers:

OperationalCompetenceTeamResults

TeamLeadership

TeamCommunicationCustomerEngagementSupplierEngagement

TeamSustainabilityDrivers:

TeamTrust

TeamValues

+70%TeamProductivityGains*

TeamGrowthDrivers:

OperationalCompetenceTeamResults

TeamLeadership

TeamCommunicationCustomerEngagementSupplierEngagement

TeamSustainabilityDrivers:

TeamTrust

TeamValues

Behavior CausesBusinessPerformanceChallenges

Sales Conversion

Client Engagement

Employee Retention & Productivity

Operational Execution

BusinessPerformance

87%ofmeasurable

businessissuesare

communicationrelated

Source: Harvard Business Review 2002

TheFamilyofFinancialDNADiscoveryProcessesandApplications

NaturalBehavior Goals-BasedPlanning Communication

LearnedBehavior QualityLifeDiscovery QualityLifePlanning

Business DNANatural Talent Discovery and Performance Measurement(10 to 12 mins)

PredictEmployee&CustomerReactiontoLife,BusinessEventsAQuickerandMoreReliableMethod

WhatBusinessDNADoesToHelpBuildEmployee-CenteredBusinesses

BehaviorallySMART™ PerformanceModel

Enhancingrelationshipsandunlockinghumanpotentialbasedonthe3pillarsofperformance:

Know:behavior,personalityandpurposeEngage:emotionallyconnecttoothersGrow:builddecision-makingconfidenceandwisdom

PeopleInsights

Buildingasustainable“Know,EngageandGrow”businesscultureusing3solutions:

FinancialDNA– BehavioralFinanceCommunicationDNA– BehavioralMarketingBusinessDNA– BehavioralTalents

BehavioralTechnologyPlatform

Deliveringpracticalandscalablebehavioralintelligenceacrosseveryemployeeandclientfor:

BehavioralawarenessusingdiscoveryprocessesReal-timebehavioralmanagementusingapps

TurnPersonalityintoPerformance

InstinctiveNormal“GoTo”

Learned/ModifiedBehavior

PersonalPerformancePotential

PersonalPerformanceImpediments

NaturalDNABehavior–

UniqueNaturalTalents

Confidence

LowSelfBelief

SkillsKnowledgeExperiencesEnvironments

BehavioralCenteredApproachToPerformance

SkillsKnowledgeExperiencesEnvironments

TraditionalToolStartingPoint

OurUniqueStartingPoint

CHARACTER and INTEGRITY

Discovering Your Performance Attributes

Trustworthy * Authentic * Emotionally Stable * Passion, Values, Purpose Driven

LEADER-SHIP

SKILLS

WORK SKILLS

COMPETENCIES

LEVEL C

Business DNA Natural Behavior

Education, Training, Experience

Heredity and Environment

LEVEL A

NATURAL BEHAVIORAL TALENTS

RELATIONSHIPS RESULTSLEVEL B

Goal Setting Lifestyle

StabilityInformation

SummaryofNaturalDNABehavior10UniqueStyles

GeneralPopulationDistributionDNANaturalBehaviorStyles

QuickSnapshotGetaQuickSnapshotofYourselfandOthers

HiringPerformanceChallenges

1. Hiring“RoundPegsinRoundHoles”– Matchingtalenttotherole

2. Buildingarecruitmentprocessthatleadstoongoingemployeeengagement

DNAHiringPerformanceProcess

1. Build a Positive Hiring Culture

based on a defined belief system and clear processes

2. Identify the Role knowing

the talents required based on current

team member behavioral styles

and activities to be performed

3. Create Role Benchmark by reviewing the

behaviors for the role based on

successful performers

4. Match Talent to the Role

by having the candidate

complete their Natural Behavior Discovery before

first interview

5. Match to Manager

by comparing the strengths and struggles of the Manager and

Candidate

6. Conduct Behavioral Interview

using powerful questions based on the strongest

behavioral factors

BusinessDNAastheFoundationof aRobustBehavioralHiringProcess

AptitudeandPersonalityAssessments

Increaseaccuracyofasuccessfulhireto53%

JobProfiling75%Accurate

Interviewprocessaloneonly14%accurate

StudiesbyJohnHunter,Ph.D.,MichiganStateUniversity 17

• Strengths - Behaviorsthatcomenaturallyandwhichshouldbeused.Note:Strengthsoverusedcanbecomeastruggle.

• Struggles – Behaviorsthatcanbemanagedwithgreaterawarenessofyournaturalbehaviors.Strugglesnotmanagedcanbecomeaweakness.

• Mid-RangeScores - Tendtobemoreflexibleinthesefactors.Easiertomoveleftorright.

BehavioralAwarenessStrengths,StrugglesandMid-Range

Objectivebehavioralawarenessisacriticalstartingpointtoyourworkplaceperformancetransformation.Playingtoyourstrengthsconsistentlywillmaximizeyourpotential.Although,

strengthsover-playedcanbecomeblind-spots.

CustomizedDNAUltimatePerformanceGuide

10UniqueNaturalWorkplaceStylesbasedon8PrimaryFactorsand24Sub-factors

PracticalAnalysisoftheKeyTalentsthatDrivePerformance

FOURCOMMONADVISORTEAMSTRUCTURESDEVELOPEDBYBRUCETUCHMAN

Forming

Storming

Norming

Performing

Source:https://www.mindtools.com/pages/article/newLDR_86.htm

FOUR COMMON ADVISOR TEAM STRUCTURESDEVELOPED BY BRUCE TUCHMAN

ReviewYourBusinessDNATeamReport

CoreWorkLifeDrivers

• Leveraging Team Talents for Success

• Hiring and Aligning Top Talent

• Understanding, Accepting, Respecting Differences for Enhanced Team Work

TeamCompatibilityMatrix

SummaryoftheTeam’sNaturalBehaviorResultsFocusedvs.RelationshipFocused

ThegraphshowsthenumberandpercentageofindividualsintheteamthatareResultsFocusedandRelationshipFocused.Overall,thiswillindicatetheteam'snaturaltendencytowardsbuildingrelationshipsandmotivationstogettingresults.

AResultsFocusedteamwillbemoretaskoriented,whileaRelationshipFocusedteamwillbemorehumanengagementoriented.

SummaryoftheTeam’sNaturalBehaviorOverallWorkLifeBehavioralAttitudes

Theteam'soverallnaturalmotivations,desiresandapproachtoWorkLifearereflectiveofthetwostrongestbehavioralfactorscalculatedbyaveragingeachindividualteammember'sfactorscores.

IdentifyingTeamDifferencesforBuildingaProductiveTeam

TheBusinessDNATeamReportmakesunderstandingteamdynamicseasyby:

• Identifyingthedifferenttalentsofteammembers

• Providinggraphicalanalysisofteamdifferences

• SummaryofResultsandRelationshipdrivedifferences

• Identifiesstrengthsandstrugglesofteammembersforrolematching

• Summaryofhowtocommunicatewitheachteammembers

BusinessDNATeamReportReviewandNavigationofTeamDifferences

NaturalBehaviorTeamReportCoreWorkLifeDrivers- NaturalBehaviorTeamReport

•Whatstrengthsandstrugglesdoestheteamhave?

•Howwouldyouleveragethedifferentteamtalentsforsuccess?

•Whattalent/positionswouldyouaddorremovefromtheteam? TeamCompatibilityMatrix- NaturalBehaviorTeamReport

First Break All the Rules

Build Up Your Teammates - Key Points:

1. Capitalize on differences (diversity) to build strong teams

2. By nature, differences divide3. We need each other:

• Shared/complementary talents• Teams need trust• Trust leads to unity

1. Understand self2. Understand others, and

Accept Respect & Appreciate Align Trust

3. Seek to Meet Their Communication Style

Bottom line = Teamwork

Great managers offer this advice:

Focus on each person’s strengths and manage around their weaknesses… Help each person become more of who they already are. This radical insight is fueled by one simple insight: Each person is different.

What the world’s greatest managers do differently.By Marcus Buckingham and Curt Coffman, 1999 by Simon & Schuster

The 6 Pillars of DNA Team Performance

1.Leader Review

For the Leader to Understand their Natural Leadership Talents to

Build a Healthy Team and Identify the Team Issues for Increasing Revenues

2.Team Member Review

For Each Individual Team

Member to Understand their Natural Talents for Performing

their Role in the Team

3.Team Meeting

A Team Meeting to

Align the Team for Greater

Productivity to Achieve Team

4. Team Relationships

Each Team Member to

Learn How to Adapt their

Communication to Engage and Interact With Others in the

5. Leader Coaching

For the Leader to Lead from the Front and Coach Each

Team Member Based on their Unique Talents

6.Team Monitoring

Quarterly Team Reviews

to Monitor Team

Performance and Health

BuildtheNewTeamCultureLeadershipandAdvisoryTeamChangeManagement

Evolvetheleadershiptocoaches,andadvisoryteamsfromhuntersandportfoliodesigntoholisticplanningandrelationshipmanagers

Overview:1.Talentreviewtoidentifyperformancestrengthsandstruggles2.Assessfittotherole,team(s)andclients3.Leaderascoachmodeltoemotionallyengagemanagersandadvisors4.Advisordevelopmenttomanagebiasesandbeabehavioral coach

DNALeadershipPerformanceReport

The Leadership 360° Discovery Process provides in-depth feedback to assist in the development of your leadership performance and the building of workplace relationships. This process takes 15 to 30 minutes to complete 75 individual items across 7 key areas related to leadership.

• Leadership Proficiency• Results Drive• Effective Communication• Relationship Building• Leader EQ• Trust• Business Values

The DNA Leadership Performance Report highlights your top 10 leadership strengths and struggles, uncovering 75 items relating to your leadership performance in 7 distinct areas:

1. Point in time objective measurement of sustainable performance (SPI) which promotes year on year comparisons.

2. Integration of actual Leadership Performance Measurement and how the person should be performing based on their Natural DNA Behavior.

3. Insights on how the Leader needs to adapt their behavior to improve performance.

4. Provide a summary of the top 10 Leadership Strengths and Leadership Struggles.

5. Written feedback of the raters is captured in process and the report.

6. Dashboard summarizing the average scores for each rating item for each category of rater. (e.g. manager, peer, customers, direct report and other stakeholders)

7. All rating data and written feedback is 100% anonymous to the leader, raters and DNA Behavior.

KeyFeaturesBusinessDNALeadership360Process

LeadershipPerformancePlanning

1. Measuringaperson’scurrentsustainableperformancecapacityandtheirareasofstrengthandstrugglesisanecessarystartingplaceforbuildingtheirPerformancePlanfortransformation.

2. Personalandbusinessperformanceprogresscanbemonitoredthroughmeasuringthe“DNASustainablePerformanceIndex”.

3. ThebehavioraloutputsfromourBusinessDNADiscoverySystemsprovidethedataformeasuringtheDNASustainablePerformanceIndex.

MeasuringSustainableLeadershipPerformance

DNALeadershipSustainablePerformanceModel

Behavioral Strengths and Clarity which Drive Performance

To Identify:Performance Potential

Behavioral Struggles and Blind Spots which De-rail Performance

To Identify:Performance Impediments

1. Performance Pathway2. Emotional Engagement

of Others3. Confidence4. Wisdom

Behavioral Discovery for Leadership

Performance

Measurement of Leadership Sustainable

Performance Index

Foundation for DNA Leadership

Performance Plan

CommunicationTheDNABehaviorSolution

CommunicationDNA® isused todiscoveraperson’suniquecommunicationandlearningstylefortherealtimecustomizationofsales,marketingandserviceactivitiestoimproveemployeeand

clientengagementforenhancingRelationshipPerformance.

PositiveCommunication• SituationsFlow• Clarity• DecisionsGetMade• TasksGetCompleted• Engagement

PoorCommunication• StressandDiscomfort• Misunderstanding• Blockages• PoorExecution• LackofTrust

CommunicationDrivesRelationships

TeamWithLackofBehavioralInsight

DefaultStyles=1in4Engagement

MatchingEmployeesandClientsfor4in4

Engagement

23%RevenueUplift

TheVision:AClientCenteredBusinessBuiltonBehavioralMatching

BehavioralDiscoverytoKnow,EngageandGrowEvery

EmployeeandClient

LifeStyle:ProvideFun,OpennessandGraphics

Stability:ProvideSecurity,FeelingsandInstructions

Information:ProvideAnalysis,ResearchandDetails

GoalSetting:ProvideDiscussionandOpportunities

Source:GallupOrganization2009andDNABehaviorResearch2001-2014

CommunicationDNAStyle Goal-Setting Lifestyle Stability Information

WhenworkingwithGoal-SettingCommunicationDNAStyles

Minimal modificationrequired:

• Presentgoals• Focusreturns• Offeroptions

Somemodificationrequired:

• Movemorequicklytothebottomline

• Minimizeenthusiasm• Recognizetheymaynotenjoysmalltalk

Significant modificationrequired:

• Bemoredirect• Keepconversationsformal• Recognizetheymaycomeacrossascold

Somemodification required:

• Avoidunnecessarydetails• Presentthebigpicture• Recognizetheymaybeputoffbytoomuchdetailtoosoon

WhenworkingwithLifestyleCommunicationDNAStyles

• Providegraphics• Explainhowbottomlinewillimpactlifestyle

• Recognizetheymaybeboredwithformalmeetings

Minimal modificationrequired:

• Invitetosocialevents• Setboundariestokeepfocused• Engageinsmalltalk

Some modificationrequired:

• Bemoreenergetic• Expressemotionandallowthemtoexpressviews

• Recognizetheymayfocusonpossibilitiesnotcertainties

Significantmodificationrequired:

• Bemoreinteractive• Avoidjumpingintofactsandresearchtoosoon

• Recognizetheymaylosefocusifthelifestylebenefitisnotclear

WhenworkingwithStabilityCommunicationDNAStyles

Significantmodification required:

• Softenthetone• Followupregularlytoensuretheyarecomfortable

• Recognizetheymayfeelpressuredifnotgivenenoughtimeandwarmth

• Speakmorecalmly• Createarelaxedenvironment• Recognizetheymaynotenjoyimpersonalenvironments

Minimalmodificationrequired:

• Offerfeelings• Expressemotionsandaskthattheysharetheirs

• Provideinstructions

• Lightenupmeetings• Askhowtheyfeelaboutthefacts• Recognizetheymaywantaguaranteeofsecurity

WhenworkingwithInformationCommunicationDNAStyles

• Haveresearchavailable• Demonstratehowrisksareminimized

• Recognizetheymayneedtoretreatandthinktomakedecisions

Significantmodificationrequired:

• Concentrateonbeingreliable• Focusonbeingstructured• Recognizetheymaygetirritatedbyimprecisecommunication

• Provideactionsteps• Focusmoreonfactsthanfeelings• Recognizetheymayappeartobeunexpressive

Minimalmodificationrequired:

• Offerdetailedresearch• Askifmoreinformationisneeded• Stayfocusedonthepractical

DNAMatrixForAdaptingCommunication

CommunicationDNAGroupReport

TeamPerformanceBenefits

AProvenMethodology

Ourexperienceandindependentresearchshowsthisapproachleadstoimprovedemployeeproductivitybyupto40%andteamproductivityby

70%andsustainablerevenuegrowthbymorethan23%ayear.

SomeIndicatorsofEmployeeEngagement:

1. Turnupontimeandarereliable

2. Feelunderstoodbytheirmanager

3. Wanttoworkfortheirmanager

4. Followthecompanyplan

5. Askquestionswhentheyneedhelp

Examplesofappliedteamperformance

Oncethebehavioralawarenessisdevelopedintheteam,wehavespecializedprogramsinthefollowingareas:1. Successionplanning2. Assimilatingnewleadersandteammembers3. Scalingbackofficetosupportgrowth4. Changemanagement5. Establishinggoalsandpriorities

BehavioralProductsResourceTourandMonthlyFeatures

http://www.businessdna.com/products/

Blog:http://blog.dnabehavior.com/CaseStudies:http://www.businessdna.com/benefits/#2

• OurfocushereatDNABehaviorin2017istoidentifythenaturalinstinctivebehavioral talentsthatareverystableovertime.Mostothertoolsfocusontheothercomponentsofpersonalitythataredynamicindifferentcircumstances.

• Thenaturalbehaviorprovidesareliablepredictorofhowapersonwillconsistentlyperformoverthelongertermusingtheirtalents,makedecisionswiththeleaststress,respondtodifferentlifeandworkfactorsthatchange,andwheretheywill“goto”underpressure.

BusinessDNA®forBehavioralInsightsUsingaValidatedPsychometricPlatform

ATailorMadeSuitforEveryClientSince2001,wehavebeenprovidingbusinessservicesworldwidewithasinglecloud-based“HRTech”platformwhichdeliverspracticalandscalablebehavioralintelligencesolutionsto“Know,EngageandGrow”everymanager,employeeandclientonlineforthebuildingofaclient-centeredbusinesswhichdelivershighperformance.

TheScienceDNASystems

Powerful and Unique Client

Centered Behavioral Solutions

Delivered in 123+ Countries and 11

Languages

Forced Choice Assessment

Measuring 64 Behavioral

Traits

60+ Man Years of

Development Investment Since 2001

Independent Validation by

Team with 100+ Years of

Experience

Featured

September’sFeaturedWebinarSeries:

BecomingaBusinessDNAPerformanceAdvisor

Thursday,September 28th@1PM

https://register.gotowebinar.com/register/50470167765908226

TransformingtheBusinessConsultantrole- BecomingaBusinessDNAPerformanceAdvisor

Whatisgettinginthewayofclient-centeredsuccess?Uncheckedbehavioralresponsesdrivingdecisionmaking.

Wewillguideyouonhowtoidentifyhiringprocess,teamperformance,andleadershipdevelopmentriskstriggeredbybehavior(bothyoursandyourclient’s):

• Solve87%ofbusinessissues,whicharehiddenastheyarepeoplerelated• Improveemployeeproductivitybyupto40%andteamproductivitybyupto70%• Identifythe5%ofemployeeswhoarepotentiallyrogue,costing5%ofrevenuelossesper

FeaturedTheBehaviorallySMARTWebinarSeries

Questions?ContactUs

FormoreinformationaboutDNABehavior

Contact:DNABehaviorInternational5901-APeachtreeDunwoodyRd,Suite375Atlanta,GA30328(866)791-8992

Leon.morales@dnabehavior.com

http://www.businessdna.com/discovery-trial/

• ReadourBlog:http://blog.dnabehavior.com/

• Pleasefollowourgroups:- LinkedInatFinancialPersonalityInsights- Twitter@FinancialDNA- Podcast:Leadership&TeamPerformancehttps://itunes.apple.com/us/podcast/behaviorally-smart-money-11-leadership-team-development/id1228688190?i=1000391087093&mt=2

Questions?ContactUs

becoming a bdna performance advisor v2 - business dna · 2020-03-12 · discovering your...

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