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Everyone is born with innate capabilities. This is a big “aha” because

these capabilities can be measured and aligned with jobs for better

engagement and increased productivity.

We readily recognize the agility and competency of the natural athlete.

We can all agree that Sam Houston, a great Texas hero as politician and

soldier who exceled in convincing others with words, leading and

protecting a new state.

In the same way, the natural writer, natural actor or actress, natural

engineer, natural plumber, and natural truck driver have some natural

ability that allows them to excel in their chosen field. Everyone has

natural competencies in various areas which they may or may not have

recognized.

Who am I? This is a universal question of all people as we grow up and

because we do not have the answer and only through haphazard

circumstances do we fight our way to find small slivers of success.

Our research suggests that this answer is the key puzzle piece is your

innate strengths which unlock and make sense of everything that you do.

And each job seeker needs to align their innate strengths with their work.

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Metals, flowers, trees all have properties. People have different

predictable behaviors based on how they think. We call these innate

capabilities as outlined on the next slide.

Research has matched these cognofiles with jobs/careers.

There is a “logic of the mind” based on the way you think that identified a

structure in the different ways people function intellectually.

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Everything in nature is logical and organized. The mind is no exception.

People are hard-wired from birth to think in a certain way that doesn’t

change throughout your life.

All Cognofiles are good cognofiles with unique strengths. One person

can’t do everything well. Each person has strengths that should be

amplified and built upon. Each of the 16 cognofiles is described by a verb

that reflects the strength of the cognofile as illustrated on this Competency

Grid. No one fits in a box. Commonalities exist along rows and columns

of Cognofiles.

The Competency Grid reflects what happens in society and how a person

fits in that society.

Let us examine some important research behind these findings. The

Stanford Marshmallow Study tracked a population for over 35 years

and found a big difference in how people make decisions.

A marshmallow was put on each student’s desk. Students were told if

they waited while the researcher stepped out of the room they would get

another marshmallow. Some could not wait and ate it. We call the one-

marshmallow group …

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Short-Term people (top two rows of cognofiles) live more in the present, life is black & white, and deal best with concrete, tangible things. They tended to have problems with credit cards and managing money, eat fast food, more divorces, and die younger.

Long-Term people (bottom two rows of cognofiles) live longer, can deal with abstract ideas and plan for the future, and have fewer divorces. This causes a huge divide in our society based on these behaviors. How does this apply for jobs and education?

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Higher levels of Education: Short-Term people are 62% of our

population and they don’t like to read! Based on three nationwide studies

which CBS television and the military helped us pay for-- shows that the

Long Term or bottom two rows of Cognofiles pursue the most education

while the top two rows on your Grid receive the least and have a higher

school dropout rate.

We read with curiosity that a Texas’ goal: Get 60 percent of Texans

between 25 and 34 a postsecondary degree or certificate by 2030. How

will you determine the best educational program. Currently, most 29 year

olds that have attended technical schools have started 4 different

programs and are 29 years old. The first quadrant of cognofiles in the

upper left hand corner typically as more apt to drop out because

education is not delivered in the way they learn.

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Work Power. Research has found that people prefer to use one of these

four physiological or work modes and if matched with the right job will

perform better and be happier. Although we can all do all four, there is

one that we prefer to do more than the others.

Why is work preference so important? A Body person in a desk gets

stressed. A Body person as a gardener is happier.

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Each person/Cognofile has unique strengths. Xyte has correlated the

Cognofiles to the O’NET job classification system. Here are a few

jobs/careers per Cognofile which match the Cognofiles’ strengths. A

complete listing is provided to each job seeker.

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How does your mind work? The different ways our minds process information is another key research finding. Major ramifications for jobs and educational programs

Weaver Minds are able to multitask or deal with many things at once. For them interruptions are opportunities. They can sit at their desks, look up something on their computers, talk on the phone, and welcome people into their offices all at the same time. Their sentences can include three different ideas at once while they are ready to jump into a new activity. They love to understand everything that is happening around them in its total context. Information is gathered in “chunks” and best related to others through stories.

Driver Minds, on the other hand, are focused and like to deal with one thing at a time, without interruptions. They like precision and plan their activities/tasks step by step. They are more comfortable attending to details and focusing on results by structuring and organizing information. Learning is accomplished in a well- structured format with bulleted details.

Your innate power is based on your natural innate competency, talent,

and work mode. It is your road map and points the appropriate direction

to go for educations your effort to use your capabilities that align with

jobs/careers

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Our research identified the innate strengths of a displaced worker as an

Organize which means that she likes everything in its place and when

things are out of place, she feels uncomfortable and must put it back in

place.

She discovered her innate ability to organize and improve any space. Built

her resume around these capabilities in only 3 months reorganized a file

room her employers said would take 3 years. Went from earning

$12.50/hour to over $50,000 a year. Training was in computer classes.

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Connecting the Dots: Our research points out that if you connect the dots

for each high school student with their innate strengths it will point them in

the right direction for subsequent education and appropriate work.

Increased Productivity: the not so surprising finding in our research is

that by identifying the right person with the right education and placed

in the right job provides increased productivity over the person who is

just tolerating their work for a paycheck.

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For every job there is a cluster or two of cognofiles that perform best.

Because our assessment is based on the brain and has four constructs

that are theoretically based we can explain why a person excels in a

particular position.

In the example above, a bioidentical compounding company this grid

illustrates those cognofiles that are the best technicians in red and

pharmacists in green. The pharmacists self-select themselves by the

rigor of the education and knowing what the work entails. Outliers of this

cluster tend to not perform well and make more mistakes. The

technicians like to work with their hands, do routine work, and don’t desire

a lot of human interaction. Their cognofiles are found in the Hand Row.

The best cognofiles for the technician position are more detailed oriented

(Singular/introverted) such as the Practical and Organize.

Because we know the cognofile that performs best, we can also create

recruitment ads that will appeal to the type of potential employee that you

want to attract to the position which reduces the number of applicants and

resumes that need to be fielded. Xyting Insight is based on how the

person takes in information, processes it, and keeps it in their memories

as well as their intrinsic motivations.

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The online Xyting Insight assessment was sent out to all US Army and

Navy recruiters (approximately 4,000). If only the three cognofiles of

Perceive, Verbal, and Analyze were hired, the cost savings are hundreds

of thousands of dollars per year.

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Let’s us help you reduce recidivism. Xyte offers a complete program

(paper/pencil) as well as the online for felons and re-entry. We are

tracking success with the Second Chance Grant.

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