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Ever wonder why some people get law degrees and never practice
law? How about the CPA who tried it awhile before realizing she
just had to try something else? There are many doctors who do
not practice. Why? Parental influence? Improper research? Not
enough information initially? Erroneous assumptions? Lack of
foresight? All of the above? Although companies’ base 80% of
their hiring decision on education (including skills and
experience), 85% of turnover is due to BEHAVIORAL
incompatibility. That is, the optimum behaviors for the position
are too far removed from the comfortable behaviors the person
prefers to exhibit. The occupational failures indicate these
individuals did not realize what behaviors would have to be
exhibited, or did not realize just how different those behaviors
are from their own. Changing behaviors, which can only be a
temporary adjustment, requires energy, causes stress, or can be
very frustrating to the individual. All of this takes away from
the job itself. They must first focus on change, and then on
those skills they learned for the job. It's not that they cannot
do it - they just don't want to do it. When the experts say 50%
to 80% of the people are in the wrong job today, they are not
talking about training or skills misplacement but about
behavioral incompatibility. People have skills that can be
applied to various fields in various industries. Whether
education or experience is the teacher, skills mean little if
they don't like doing what it takes. Understanding the
difference between what we can do and what we want to do is of
the utmost importance. So many managers still can't understand
why the employees they know can do the work are just not getting
it done. The problem is usually from one of two conditions.
Either they really don't know what behaviors the company is
looking for, or if they do know, those behaviors are too far
removed from the behaviors they prefer to exhibit. Though both
are solvable, the latter is easier to prevent, and prevention is
extremely beneficial to the bottom line. An ounce of
prevention... Today, there are several inexpensive assessments
that help individuals identify their behavioral style and which
positions (with Directory of Occupational Titles
classifications) would generally be most compatible with that
style. For the minutes it takes (30 or less) and the cost factor
(usually under $100), it is inexcusable to spend years in
training and education without first assessing.
About the author:
Arthur G. Schoeck is the President & CEO of Data Dome, Inc.,
located in Atlanta, Georgia. Arthur is a behavioral strategist
and communications expert, specializing in style-based
behavioral strategy. In recent years, over 15,000 executives,
managers, and employees have benefited directly from his
workshops and seminars. For further information on products and
services contact Data Dome, Inc. at www.datadome.com .
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