Ask any military leader the difference between winning and losing on the battlefront is effective battlefield intelligence. Hiring for culture is no different. This is why EntreLeadership lessons focus on extending the recruiting process, creative interviews, and not making decisions purely on skill.
For years, I’ve advocated either DiSC or Style of Influence (SOI) in lieu of the Myers-Briggs. I’ve taken all three in business settings and I would say each has strengths, but all three focus on approaching communication and collaboration. I found something different.
On September 21, I attended Security Advisor Alliance‘s conference. Arguably, one of the best conferences for information technology leaders in 2018. One particular break out session caught my eye: Using personality analytics not just for culture, but learning capability.
Here is the front page of my report:
Nevertheless, I was and still am throughly impressed by this tool. Not only did it eerily get me as a possible candidate, it perfectly got my strengths and weaknesses as employee. Things managers need to know as they give role and responsibilities, including things to look to ensure performance.
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