Here we continue, somewhat belatedly with part 2 of our discussion on assisting others in reaching their full potential with validated behavioral data. Here, in part 2, we discuss how the coaching manager is prepared for explaining the behavioral suitability data to the assessee. Specifically three areas are discussed:
- The necessity of understanding and communicating their strongest traits and strongest aversions
- The importance of authenticating the data and measuring data reliability and an overall description of the types of data used to understand and impact behaviors.
- The importance of using accurate data that aligns with human nature - that includes both/and scenarios made possible by the use of paradoxes. Personality typing tools based on how they collect data only provide either/or data which leads to inaccuracies.
One of the most difficult challenges managers face is choosing the right people and understanding how to get them to perform at their best. During the last 12 years of our experience, we have found no other tool except the Harrison Assessment that enables this kind of capability with incredible accuracy and insight.
