Expectations and norms can help, but it’s even more important for your team to practice awareness. When an individual understands who they are at work and understands who others are like around them, they get a clearer picture of how to interact with one another. Think of someone who doesn’t show up to a meeting…
Now that we have some basic expectations set, it’s time to focus on how we actually communicate with each other. Not everyone communicates the same way. As a result, it’s important to set ground rules on the words and methods we use to communicate. The norms we describe below should not be set by one…
Why is your team important to your business? What does your team do every day? If your team can’t answer those questions, it might indicate communication issues. Setting clear expectations is important to make sure that regardless of personal differences, each member can agree about their goals. Create S.M.A.R.T. goals Just like your organization has…
We’ve all had that one person at work we didn’t agree with. That disagreement is okay—even beneficial. People are unique. When they express their different perspectives, there’s always a risk of conflict. The problem is when this leads to unhealthy conflict. When people on a team stop communicating effectively, projects get derailed. Even when people get…
Engagement is something any great organization strives for. When people are engaged by their work, team, and organization, they tend to give their 100% each day. Yet engagement can be a difficult concept to grasp. How do you measure it, let alone improve it? In this article, you’ll learn the definition of engagement, the four…
Every individual is wired differently. Their behavioral makeup dictates how they approach and respond to situations in the workplace. And the more insight you have into those behaviors, the better equipped you are as a colleague, team, or organization to understand your people – and put them in positions where they will thrive. Let’s explore…
Not every employee likes to work or be managed in the same way. Some people like clear rules and careful planning. Other people feel stifled by rules and prefer to wing it. By catering your onboarding process to these preferences, you can keep employees more engaged in the onboarding process. That doesn’t mean you need…
Many organizations don’t start onboarding until the employee official walks in the door. But why wait? By starting the onboarding process early, your new hires can begin to absorb your organization’s culture and values before their first day. They’ll hit their first week with more confidence, fewer hiccups, and stronger relationships. Check out our very…
When an organization hires a new employee, it’s rare that the employee immediately starts working. Instead, the employee needs to learn some basics first, like what their role is and how it helps the broader organization. The process of teaching an employee these basics is called onboarding. Onboarding is often defined as the first week…
Based on the mapping of the Behavioral Assessment four factors, there are often common themes between where a leader is plotted in the quadrants and their Behavioral Assessment results. There are some Reference Profiles where the quadrant mapping is more variable and depends on the specific configuration of their Behavioral Assessment Pattern. These include Adapter,…
This framework helps us to understand people and behavior. The PI Science team conducted research to link the four framework quadrants to the four drives measured by the Behavioral Assessment. Click on each quadrant below to explore the relationships between the four drives and the leader behaviors for each quadrant.