DataDome Blog

The collaborative process of developing an objective behavioral job description benefits management and employees. Often for very first time, managers understand exactly what employees are going through, and employees understand what management really wanted – all in user-friendly behavioral terms. The behavioral job description has a number of valuable applications beyond benchmarking a position or even defining positions for increasing team synergy.
A round-table session discusses any differences in perceptions (answers) and establishes consensus (not compromise). We use a questionnaire as a guideline for discussing all aspects of the job – including all tasks and skills involved.

What exactly are the optimum behaviors for the particular position? We prefer to use DISC theory to map out the behavioral sectors.

• D How does the job itself require someone to respond to problems and challenges? Scope of authority, urgency, decisiveness, patience may be key areas.
• I How does the job itself require someone to influence others to a particular way of thinking or method of doing? Trust, openness, facts and data (oral and written), discussion, and communication are key areas.
• S How does the job itself require someone to deal with the pace and activity levels? Change, persistence, consistency, and listening skills are key areas.
• C How does the job itself require a person to respond to the quality of rules and procedures set by others? Is there a manual, and is it effective? Key areas to consider are rules required to maintain quality, accuracy, precision, and company policies.If you accurately assess a person’s behavioral preferences and match them to a compatible position, the payoff is enormous. When you love what you do, you have more to give.

From a leadership perspective, you’ve not only landed a productive employee but freed the employee’s manager to do constructive, rather than remedial, coaching.

The behavioral job description has a number of valuable applications beyond benchmarking a position or even defining positions for increasing team synergy.

We adjust all the time to changes in the work environment. Are you still on the same map and headed in the right direction?A quick re-alignment can be achieved simply by going through this kind of exercise, comparing the manager’s and employee’s scores. The more the resulting graphs deviate from each other, the more misconception, miscommunication and misunderstanding exists.

We use the same instrument to guide clients to those areas needing discussion and resolution.

Unlike most traditional performance evaluations, this exercise is a positive, objective approach.

“Painless Enlightenment” is what we call the productive, nonthreatening experiences that result from the optimal application of validated assessment tools.

With our guidance, leadership can use assessment tools as a resource for sculpting a realistic, effective visioning plan for optimal performance across diverse positions and departments throughout the organization.

Call 404-814-0739 for your consultation.

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