Paradoxical Leadership is a concept that is well-documented in organizational literature, designed to support leaders facing competing priorities, diverse perspectives, and constrained resources. Many paradoxes are driven by leaders’ behavioral choices. The challenge is to consider both paradoxical perspectives rather than using an either/or solution; for example, Frankness and Diplomacy. This article explores several common cases of both individual leader and team situations in which Paradoxical imbalances result in dysfunction and hindered performance, engagement, and desired business results.
Integrated Talent Management Requires Decision Analytics
Are you overwhelmed by the proliferation of HR-related technologies and analytics capabilities, as are many HR professionals? Like any disruptive technology, it takes time and commitment to sort through the possibilities, their benefits to the organization, appropriate talent strategies and effective implementation. Behavioral assessments are adapting to the new technologies but many assessment tools are simply that—resources to be utilized for narrow applications and specific needs. Change and innovation in the field are happening so fast that at times we need to just stop, evaluate processes/methodologies, and consider the ROI for adopting the new technologies and analytics.
Harrison Assessments Engagement & Retention Analysis with Fulfillment
Improving discretionary effort is a perpetual challenge for organizations as validated in the 2019 HR.com Survey on The State of Employee Engagement . The survey results are consistent with many surveys on this vital topic over the years and identify several proven initiatives implemented by participating organizations with the highest rankings in engagement and retention:
- Provide opportunities for career growth
- Create a purposeful and positive culture
- Involve leaders and HR in engagement initiatives
- Encourage manager recognition
- Facilitate ongoing feedback, coaching, mentoring
- Measure engagement frequently and act on results
The common practices of adjusting compensation and work/life balance were only moderately effective so are not included in this graphic summary. Top challenges to E&R initiatives were the lack of time, HR technology and analytics capabilities. Related to the involvement both of senior leaders and managers, participants reported a lack of accountability. While APQC’s survey results are discouraging, there is a solution that overcomes limitations on E&R initiatives and their effectiveness!
…without insight into specific intrinsic factors for each employee,organizations can only hope to implement general E&R solutions that address some of the issues for some employees some of the time. In other words, it’s a bit like taking a shot in the dark!
New Approach to Driving Engagement
These recent surveys report some positive E&R initiatives and outcomes, however, strategies are aimed primarily at increasing E&R results for employees in the aggregate. While these are effective strategies to increase overall engagement, a new approach to engagement and retention by Harrison Assessments drives results with greater bottom line impact. How is this accomplished? Rather than measuring group extrinsic factors, Harrison’s new Engagement & Retention Analysis with Fulfillment measures individual intrinsic factors:
Founder and CEO of Harrison Assessments, Dr. Dan Harrison shared, “Talent relationships create performance success! Engagement is a shared responsibility… gaining progress on fulfillment of expectations and related motivators ultimately leads to increased retention and greater performance success.”
Harrison defines this vital distinction between intrinsic and extrinsic engagement factors in the following model:
With the ability to individually measure critical intrinsic or behavioral factors, leaders with HR’s support can more precisely implement the above initiatives among others for their direct reports. In eight key dimensions that impact engagement and retention, Harrison provides insight into the intrinsic factors specific to individual employees in order to effectively close fulfillment and motivational gaps!
Engagement & Retention Analysis with Fulfillment
To illustrate how the intrinsic or behavioral measures reveal gaps in fulfillment and motivators, review the following diagram which includes a Harrison sample Engagement & Retention Analysis overview report comprised of the 8 engagement dimensions; expectations are in dark blue and the motivators in light blue with fulfillment measurements in percentages:
In addition to the overview report with the 8 engagement dimensions shown above, a detailed report for each dimension provides recommended actions to support manager/employee discussions and coaching on how best to close gaps in both fulfillment and motivators. These reports not only support employee coaching, but also performance management, career development with individual development plans, recruitment and onboarding of new employees, leadership development and succession planning.
The ROI for Driving Individual Engagement
Having assisted clients in implementing Harrison Assessments’ predictive behavioral assessment solutions across the talent cycle, I have observed the value both for employees and their leaders in gaining:
- Clarity around these expectation dimensions, fulfillment and motivator gaps, as well as,
- Suggested actions to achieve employee and organizational goals for improved engagement.
Without an understanding of what is individually important to their employees, leaders often shy away from crucial discussions with them. At the same time, employees often lack clarity on what is important to them and how their own motivators can limit their ability to achieve their expectations. With accurate self-data presented in a usable and practical format, both employee and manager are more comfortable addressing solutions and creating meaningful development plans. This unique capability to address individual employee expectations, motivators and fulfillment is essential to make significant progress on the wide range of factors that impact engagement and retention; without insight into specific intrinsic factors for each employee, organizations can only hope to implement general solutions that address some of the issues for some employees some of the time. In other words, it’s a bit like taking a shot in the dark!
Founder of Harrison Assessments, Dr. Dan Harrison shared, “The foundational principle of our approach to predictive behavioral assessment and talent decision analytics is very practical: Talent relationships create performance success! By providing relevant and actionable employee specific behavioral data in a user-friendly format, both employee and manager are more comfortable addressing issues that impact the employee experience across the talent cycle. They build trust, mutual understanding, acknowledgement of personal value, and are able to have an honorable and productive discussion about appropriate actions to fill gaps both in fulfillment and motivators. Rather than a problem to be avoided or ignored, low fulfillment becomes an opportunity and a motivator to take action for a mutually beneficial relationship. Engagement becomes a shared responsibility leading to a culture of engagement in which leaders, as well as employees can be held accountable for measurable results. In a way, engagement and the employee experience become viewed as gaining progress on fulfillment of expectations and related motivators! This progress ultimately leads not only to increased retention, but greater performance success as well.”
In fact, Harrison’s system enables frequent and inexpensive retesting of individual engagement to monitor progress over time shown in a graph:
Harrison Assessments best-in-class behavioral assessment and report capabilities enable and facilitate engagement and retention initiatives to optimize talent and business results — the ROI is exceptional.
Beyond Engagement & Retention – Integrated Talent Management
Harrison Assessments comprehensive talent analytics system with wide range of applications makes it possible for HR to customize integrated talent management solutions that make sense for their leaders and employees, culture, talent priorities, budget and resources. Highly predictive, reliable, flexible and customizable, Harrison Assessments’ behavioral assessment system is the ultimate answer not only to drive engagement and retention with precision, but enhance the employee/employer relationship to achieve ongoing business results.
Engagement & Retention Analysis: Engagement Analytics Use Leading Indicators to Assess Employee Expectations, Motivations, and Fulfillment
Dawson Consulting Group is a Harrison Assessments Solutions Partner for Texas and Arizona.
Julie Pastrick, CEO of Flagstaff Chamber of Commerce interviews Sheryl Dawson, CEO of Dawson Consulting Group, on Chamber Business Insights to discuss the Whole Life Profile assessment and workshop for individuals and couples. Listen in to learn how you can bring balance to all aspects of your life and work for increased happiness and success. Sheryl shares her personal story of how the Whole Life Profile has facilitated her wellness journey, business transition, and relocation to Flagstaff. Julie asks Sheryl how listeners can overcome their challenges, navigate transitions and achieve their own goals for improved relationships and career success. Don’t miss this opportunity to gain insights into your unique “whole life profile” which reveals behavioral strengths, blind spots, and motivators so that you can achieve your physical, financial, psychological/emotional, relational, and spiritual goals for a more fulfilling life! Additional information and registration: www.wlpregister.com
Dawson Consulting Group
Talent Solutions Expert