Stop for a moment and think about the people you work with. Now take another moment and think about the people you are bringing in to your organization. Are their interpersonal behaviors an asset or a liability to your workforce?
Here is a quick look at what interpersonal traits are measured by behavioral assessments, and where they might show up. These definitions may vary a bit assessment to assessment (I use the Winslow Assessment as a reference base), but this list will give you a good idea of what is being identified across the board.
Sociability: Discloses whether the applicant is a people-oriented extrovert or an introvert who prefers to focus on "things.” If a candidate / employee scores average / high in Sociability they will tend to greet strangers openly, and be quick to form friendships. They love networking and social situations. They enjoy careers dealing with people rather than things. Someone high in Sociability will rarely be content in solitary work, unless they can fill their desire for people outside of work.
Recognition: Indicates if this person has an internal motivation to be seen as a desirable person and as such, they will act appropriately to receive recognition. They love their accomplishments being recognized and rewarded and may become disheartened when recognition is not forthcoming. This trait can be a huge driver in performance.
Conscientiousness: Tells you if this person places the welfare of management and the organization before their own personal self-interest. People high in Conscientiousness are willing to do things according to the rules and will not attempt to bend the rules to suit their personal needs. On the downside, they could be inflexible when asked to make decisions away from the current rules or guidelines (depending on other trait score interactions).
Exhibition: Reveals if this person enjoys being the center of attention, someone who is entertaining, demonstrative and a pleasure to be with. They may use words, actions, and possessions to draw attention to themselves. Sometimes this behavior can be inappropriate or overwhelming, depending upon their timing and tact.
Trust: Trusting individuals are not suspicious, cynical and / or defensive. They openly communicate and believe others are deserving of their trusting nature. People high in Trust are exceptionally trusting individuals who believe what others say, are free of jealous tendencies, and tend to get along well with most people. On the down side, people too high in Trust could be gullible.
Nurturance: Nurturing individuals are keenly aware of and sensitive to the emotional needs of others and readily respond with sympathy and support. On the downside, people too high in Nurturance may take on the problems of others inappropriately.
How does your workforce measure up?
Always keep in mind when using behavioral assessments for employee development or hiring that we are looking at the whole person. Traits will interact and influence each other…and that’s why it’s important to have your assessment provider’s (ongoing) support for those times when questions arise.
Please contact Windridge Consulting with any questions or if you need help with behavioral assessments.
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Yes, being sociable is the most important traits that matter. Because without it we won't know how to lead your subordinates :-)
Posted by: Jerina Tuazon | August 17, 2012 at 03:45 AM