With advances in behavioral science combined with digital technology, great improvements have recently been made in our ability to predict performance in specific jobs and with the underlying predictive data, to assist in better onboarding and managing employees.  When it comes time to acquire talent, develop talent, plan talent or build effective teams, if you're not understanding the natural tendencies, motivations, work preferences, task preferences and attitudes of your people, you are paying a big price whether you know it or not. 

Here are 3 Hidden Costs to consider for March:

Hiring mediocre or poor performers who don't  fit the job

• By focusing too much on:  can they do the job?;  And not enough on will they do what it takes to do it well?,  decision makers cost their organizations many tens of thousands of dollars for each poor people decision.

During the critical onboarding process,  by not accurately understanding the employee's motivations and natural tendencies,  conflicts are created,  relationships are tarnished rather than built and the process of making the most use of the person's talents is severely handicapped.  This not only costs lost productivity and lost opportunities but over time considerably increasing attrition.

When choices are made about team composition,  team leadership, projects and  project leadership, expensive mistakes are made.   Why?  By not understanding and considering key tendencies when group decisions need to be made, when new opinions are formulated, when people need to be held accountable, when groups need to be focused, when collective wisdom needs to be applied or discerning analytical thinking, when risks need to be balanced against assessing potential pitfalls etc…, avoidable costs are incurred.   Understand and Execute Optimally!