Organization Management recognizes the importance of ‘Human Behavior and Mindset’ with appropriate intervention, in order to achieve their intended business goals.
With best intention, the usual effort and approach are as follow:
- The Management seeks help from external consultant, management guru, trainers
- Behavioral Assessment is carried out for the concerned staff
- Training and workshops conducted
- Behavioral Re-assessment is sometimes carried out to see the difference after a duration.
However human behaviors are manifested in different situations, with different symptoms: e.g. lack of teamwork, ineffective leadership, fear of speaking up, conflicts, work stress, lack of commitment, poor communication, dysfunctional team, lack of trust, lack of collaboration … the list goes on.
As a result, Organization Management, through HR (Human Resource) / Training Director, is busy engaging consultant and management guru, one after another, in tackling the large variety of human manifested behavioral issues.
The market responds with a great variety of management specialists to the organizational learning needs : Franklin Covey, Dale Carnegie, Kotter's 8-Step Change Model, Thomas-Kilmann Conflict Modes, Theory of Constraints, Learning Organization, Myers-Briggs Type Indicator (MBTI), NLP, Scenario Planning, DiSC… and the list goes on.
In spite of such intensive investment in the various methods of human intervention, many Organization Managements realize the intended profound outcome of ‘Correct Human Behavior and Mindsets” is still an elusive dream.
This article discusses certain aspects of the myths (assumptions that do not get supported by realities):
1. Reductionist Thinking Can Solve the Problem ?
It is an automatic (Newtonian) thinking that to solve a problem, break the problem into parts, and find the solution to the part, one by one.
This creates a familiar day to day living experience in health management, dividing the body into parts, heart problem treated by heart specialist, the treatment causes side effect to the lung, and so on and so forth.
We create a bigger problem of not able to understand how all parts are all inter-connected, inter-linked and inter-dependent on each other to help the whole to function properly.
Hence, each human behavioral problem or symptom is ‘treated’ by different specialist-management guru / trainer at different times.
Surely, human being is a complex system. It warrants a more holistic approach and not fragmented interventions here and there.
2. Training / Workshops = Learning ?
Organization Management assumes that since investment is made in training / workshop for the staff, the participants should have learned and hence should behave better now. If not, what else can be done, except more training or engaging another trainer or management specialist?
This can really be a futile effort, and the staffs also drag themselves to the training room, one training after another training.
Real learning should be from action applied with acquisition of skills, based on the knowledge from the training received, and over time produce the intended result, individually and collectively.
This is one of the major weaknesses for most organizations in ensuring adequate practice instruction in the training and participants to continue practicing the learned tools after the training.
Often the problem starts from the engaged trainers / consultants, whose specialties are in downloading theories and not “how”, the practice part, as they are Not practitioners themselves. They can, for example, train and teach people how (in theories) to become financially independent, but they are not financially independent.
3. Assessment = Awareness = Consciousness ?
Organization invests heavily in the licensed and propriety human behavior / profiling assessment, with the assumptions that when the staff obtains the personalities / profiling reports, the staff has greater awareness of his or her behavioral pattern or personality. And thus he or she will improve.
Actual Awareness and higher Consciousness is when there is shift in mindset and behavior, producing different outcome, from the extra knowledge gained, say from the profiling reports.
But this hardly happens.
Just observe a student, after being ‘assessed’ by parents, teachers, say in the report card, that he or she is ‘lazy’ or ‘not committed to do the homework’ and do you expect such assessment to produce better behavior?
Furthermore, assessment is made from input given by the participants to a set of questionnaires. It is common sense that different state of mind or mood (e.g. under stressful situation or under relaxed situation), the inputs are different. And hence the profiling reports do not tell all aspects of the persons concerned. Such is the serious limitation of human behavioral assessment system.
Most personality / behavioral assessments are licensed and propriety systems which can be expensive for larger population of the organization. Again, whether the assessment is carried out for a handful or larger population, reading assessment reports does not necessarily equate to awareness, or higher consciousness.
In view of the above short coming, how could organization address more appropriate human behavior and mindsets?
This writer (QLS, QuaSyLaTic Learning System) focuses on the following:
a) Fundamental human drivers of behaviors and performance – “Personality and Psychology”
This is the premise or underlying theory - “Personality and Psychology” that gives rise to all sorts of manifested behaviors, like the above mentioned “fear to speak up” “lack of trust” “work stress” etc.
A simple, yet effective knowledge is offered to corporation “Enneagram + Number Psychology”, which has been used to near 500 cases in EP coaching on many different types of human issues.
This method will do away with the above mentioned different and fragmented human intervention programs.
How does an organization management know they have invested in an effective “Personality and Psychology” tool-sets? Well, try the tool in persons with depression or suicidal tendency, as such behavior and mindset is on negative extreme. Test the consultant’s tool-set to check wither some promising results can be achieved.
b) Practice : In the Roles as Facilitator and EP Coach
Training and workshops conducted by QLS emphasizes on practical tools to help managers / leaders to master skills as Facilitator and EP Coach to influence and mobilize the collective intelligence within the sphere of control of their staff or stakeholders.
The most important role of Manager / Leader is to continuously motivate and develop staff so that they can manifest their full potentials to contribute their best to the organization. Investment in training can bring forth higher return when the managers / leaders apply the knowledge from training in their day to day management and communication with people.
What other better way to do so, but in formal roles as a Facilitator and EP Coach with the right tools and skills. In the regular work meeting, the manager / leader acts as effective facilitator. In one to once conversation, as an effective EP coach.
c) On the Spot Assessment and Engagement.
When Manager / Leader learn and apply “Personality and Psychology” more skillfully, he and she can make on the spot assessment on the people he or she is interacting with, be it one to one, many or in business meeting, without formal assessment exercise and report.
With more skills as Facilitator / EP Coach, he or she can have more strategic and meaningful engagement to create win-win solution.
He or she will realize that the formal personality / behavioral assessment report from the licensed consultant can at best present a snapshot in the midst of so many different behavioral manifestations. Hence such investment may not bring forth good and effective results.
The above is a sharing from undersigned after making careful observations of near 30 years of how corporations go about training investment. With such insights gained, the intent of QLS service to corporation is to help build organizational internal capability, thereby they can create a more conducive culture to enable all organizational members to unleash their potentials to create better outcome personally, individually and collectively
Andrew – EP Coach / Facilitator / Trainer.
QuaSyLaTic Learning System (QLS)
The above article is also part of discussion with a corporation, resulting in the undersigned QLS engaged by the corporation to train near 400 of their managers and executives.