Our Systemic Improvement Methodology

 

Propensity Management leverages a best-in-class analytic plus dynamic interpretive models to understand the implications of behavioral propensities as they relate to individuals' career, team dynamics and team functionality, and how they will shape an organization's performance capacity. This people-centered approach helps organizations enhance their human system from the ground up. It is revolutionary to organization improvement because it works directly with the passion and potential of people to enhance an organization's resilience, adaptability, and creativity, while simultaneously increasing the engagement, satisfaction, and success of teams, projects, and overall operations.

What will Propensity Management help you do?

  • Define the functionality requirements of teams, units and levels to achieve required organizational outcomes

  • Diagnose the behavioral determinants of dysfunctional human system dynamics and persistent performance challenges

  • Make workforce diversification and talent deployment decisions that leverage intrinsic motivation, optimize human system performance, and maximize talent utilization rate

 

“The role grows the person, the person strengthens the team, the team improves the workforce, the workforce evolves the organization, the organization empowers employees, and the employees satisfy customers.”

 

How Propensity Management Works

Propensity Management systematically improves the aggregate efficiency of the human system using statistically validated behavioral benchmark data and dynamic interpretive efficacy models to guide workforce design, development, and deployment decision-making.

At a job level, propensity management assesses the degree of similarity between an applicant’s behavioral preference profile and the behavioral preference profile of known high performers based on empirical research. This allows applicant’s and hiring parties to make informed decisions. Applicants who are a good-fit perform better and are more intrinsically motivated to achieve results. This is doubly important for management and leadership applicants where applicant-job fit has wider ripple effects.

At a team level, propensity management assesses the degree of similarity between a group’s aggregated behavioral preferences and the aggregated behavioral competency profiles required for specific team functionalities e.g., teaming, liaising, innovating, strategizing, etc. This allows teams to identify gaps and prioritize behavioral competency requirements when filling vacancies. Teams that are a good fit for their range of assigned functionalities (and that know when and how to flex) are more likely to achieve desired results.

At an organization level, propensity management assesses the degree of similarity between the organization’s range of required functionalities and the aggregate behavioral preferences of the workforce. This allows talent managers, organization designers and performance improvement specialists to diagnose the behavioral determinants of systemic performance challenges. Organizations that are aware of rigidities and blindspots, resulting from over/under-representation of propensities can take compensatory actions to increase the likelihood of achieving desired outcomes.

LET’S GET STARTED!

Our Propensity Management Workshop provides an easy online way to learn more about how Propensity Management works, and how you can use it to improve the human system in your organization. Or, if you prefer, check out our Individual Development offerings to see how you can benefit from understanding your own propensities.