|
|
| Upcoming Webinar Series on Managing Behavioral Expectations |
| "Job Fit or Job Failure"
Friday, September 12, 2008
10:30 AM CST |
|
|
Pamela Cole
PsychTech Inc. |
 |
|
|
|
|
|
|
|
Greetings!
The funny thing about expectations is that many of us don't know we have them until they're not met. And then, when challenged to describe what it was that we expected, many of us fall back on vague, judgment-laden slogans. We might say something like, "I need you to be more of a team-player" or "You should show more initiative". Both of the statements leave the person on the receiving end of the expectation struggling to translate "team-player" into "left foot, right foot" language. In other words, they struggle to figure out what they could say or do that would look like "team player" to you. And they may be particularly baffled because others have described them as a good team player in the past.
The good news is we have tools that can help clarify this dialogue about expectations. The bad news is that many people don't know about these tools and therefore don't have them in their toolkit. In this newsletter we will talk about these tools and provide more resources so you can add "managing behavioral expectations" to your competency list. |
 Why Behavioral Expectations are So Important
- We can't find a way to meet other people's expectations if the expectations have not been described in clear behavioral language that tells us what to say or do to meet the behavioral expectation.
- Receiving negative feedback without the necessary descriptive information for behavioral change leaves people frustrated and demotivated.
- Frustration is fueled by conflicting definitions of what behavior is necessary for success.
- Much time is wasted on repeated discussions that don't result in behavior change.
|
 |
Managing Behavioral Expectations Cycle
Having language to clearly state expectations in behavioral terms is critical to success through the performance improvement cycle. Click on the picture to see how clear language for stating behavioral expectations is useful in each stage of the cycle. |
|
Learn more by watching these two presentations
|
 |
Coaching and Behavioral Feedback |
|
We also have electronic tools that can be used to gather behavioral information for feedback and coaching. Follow this link to listen to Meredith Bell reviewing Marshall Goldsmith's book, What Got You Here Won't Get You There and hear her ideas about using electronic feedback in the process.
|
|
Using DISC Language for Productive Conversations About Performance, Selection and Career Development |
Do you find that you have the same discussion with a person about their performance over and over again? It may be that you need to use language that describes the performance issue in behavioral terms -in other words, language that tells the person what to do and how to do it.
Join us in our webinar series on Managing Behavioral Expectations. We explore the whole process of behavioral expectations starting with clarifying expectations, communicating expectations, discussing cost of adaptive behavior, observing and providing feedback, coaching behavioral change. We will start our discussion using the Role Behavior Analysis assessment tool and move on from there.
Session 1 will lay the background for why this behavioral language is important and what it costs us not to use it. We will explore the language used in typical performance coaching or "High potential" discussions and look at how it can be converted to behavioral language.
Session 2 will look at how this process can be used in performance coaching and selection.
| |
|
|
|
|
