Using the science of people’s natural preferences to improve human systems and organizational performance
Propensity Management leverages a best-in-class analytic and interpretive models to understand the implications of behavioral propensities as they relate to individual roles, team functionality, and how they power an organization's performance and agility.
Improves your human system from the ground up
This people-centered approach is revolutionary to organizational improvement because it works directly with the natural potential of people to increase their engagement, success, and satisfaction as individuals and teams. The foundational improvement empowers dramatically improved performance on projects and overall operations. As a result, it uniquely enhances an organization's resilience, agility, and creativity.
How it empowers your organization to improve human performance
With this groundbreaking approach, you’ll be newly empowered to:
· Make workforce talent deployment decisions that leverage intrinsic motivation, maximize talent utilization, and optimize performance
· Define the functionality requirements of teams and larger units of productivity to achieve the required organizational outcomes
· Diagnose and remedy dysfunctional human dynamics and performance challenges
Based on validated benchmark data and interpretive models
Propensity Management uses statistically validated behavioral benchmark data and interpretive efficacy models to guide workforce design, development, and deployment. As a result, it systematically applies big data to improve the aggregate efficiency of the human system.
At the job level
Propensity Management allows us to assess the degree of similarity between the Behavioral Preference Profile of an employee or an applicant and the Behavioral Preference Profile of high performers, whose profiles are based on empirical research.
Employees and applicants who are a good fit for a job are more motivated to achieve results, perform better, and adapt to challenges with agility.
The role of Propensity Management is doubly important for employees and applicants in management and leadership roles, because their job-fit has wider effects on organizational performance.
At the team level
Propensity Management enables us to assess the degree of similarity between the aggregated behavioral preferences of a group and the aggregated behavioral competency profiles required for specific team functionalities, including such things as collaborating, strategizing, and innovating. Teams are more likely to achieve high performance levels when the members are a good fit for their range of assigned functionalities.
Propensity Management allows you to identify gaps in team functionality and prioritize behavioral competency requirements when filling vacancies.
At the organization level
With Propensity Management, we can assess the degree of similarity between the range of required functionalities of the organization and the aggregate behavioral preferences of the workforce.
This assessment allows talent managers, organization designers, performance improvement specialists, and to work together to diagnose the behavioral determinants of systemic performance challenges.
Organizations are more likely to achieve desired outcomes when performance professionals are aware of over-representation or under-representation of propensities in the workforce and take compensatory actions to alleviate the shortfalls in performance.
Convenient Online Workshop for Practitioners
Our Propensity Management Online Workshop provides an easy way to learn more about how Propensity Management works and how you can use it to improve the performance of the human system in your organization.
Individuals can check out our offerings in Individual Assessments and Retreats to see how we can help you figure out your natural propensities and enjoy the transformational benefits in your career.
Talent misalignment drives disengagement and underperformance
Today, selection and promotion practices in many organizations continue to perpetuate the problem of talent misalignment by focusing more on employee credentials, knowledge, and skills than on natural talents.
This widespread practice means that intrinsic motivation as a way to improve organizational performance remains largely untapped.
When traditional efforts at behavior modification are used to improve individual, team, and organizational performance, they run into the same wall that prompted us to develop Propensity Management. Most people simply resist being changed. As a result, these initiatives generally deliver disappointing, as well as costly, results. They also cause added pressure and stress in the workplace.
Billions of dollars in economic loss
The overall cost of these failed approaches and the aggregated inefficiency they sustain can be measured in the billions of dollars lost to the economy annually.
Additional healthcare costs
In addition to the inefficiencies caused by workforce, disengagement is the healthcare costs incurred by an unnecessarily stressed and unwell workforce.
The problem actually presents an astounding opportunity
The economic gain for the economy of increasing aggregate workforce engagement and efficiency in organizations would amount to billions of dollars. Consider how much the economic gain would be for your company.
Data-driven predictive behavioral analytics
Predictive behavioral analytics are making it possible for employers to optimize their human systems. When they tap into its enormous unrealized potential, they achieve unprecedented gains in performance and the agility to adapt to change.
Empowering leaders to improve organizational performance
Propensity Management is a game-changing approach that empowers leaders to strengthen organizational functionality while meeting the career aspirations of their workforce. It truly is a win-win.
Proven performance increases of 45-58%
Extensive research indicates that hiring and promoting practices that leverage natural talent can improve performance by as much as 45-58%. It’s an unprecedented
resource for immediate organizational improvement.
Improving your organizational functionality
Professionals can create better organizational outcomes by using Propensity Management to systematically improve the functionality of their organization’s human system.
Taking science-based steps to re-engage your workforce
When your organization makes talent management decisions that substantially meet the intrinsic motivation of individuals while addressing the performance requirements for jobs, teams, and other structures, more of your people are in good-fit roles. So they’re intrinsically motivated to be and do their best. Their new level of motivation increases their engagement and performance while reducing job-related stress and illness.
Productive investments in worker learning
Organizations can use Propensity Management to make productive investments in self-directed learning by workers, who feel respected, empowered, and motivated to make the most of the opportunity.
Enhancing your brand in the job market
When you improve the experience of your employees, you build your organization’s brand in the job market.
Propensities represent what motivates us and how we prefer to engage
The unique value of Propensity Management is that it enables us to realize that we all have special powers that grow out of our natural inclinations or talents and, when we release them, we transform the quality of our lives individually and as employees, as well as the ways we relate to our family, friends, and the wider world.
Our natural propensities reveal our relationship with our inner inclinations, which are the sources of our power for authentic achievement. They tell us about the inner resources that are most meaningful to us, so we can actuate them.
This new understanding reflects the importance of aligning our natural abilities so we can achieve greater success at the same time we nourish our inner wellbeing. We have a way to become our true selves. This self-realization empowers us to define our genuine external image and the improve the outcomes we achieve in our careers, as well as in our personal lives.
How we demonstrate concern for others, seek common ground, and express mutual responsibility through giving and receiving. The dynamics of care can help teams and organizations perform together.
How we clarify our expectations and establish requirements, determine courses of action and ensure orderly execution. This dynamic can help organizations in the conduct of employees at all levels and in the exercise of due diligence.
How we size up our competition, set the pace and the standards for addressing it, and then build the momentum that, we expect, will ensure success. This dynamic can help organizations compete better.
How we express our uniqueness, seize opportunities, and remain vitally engaged. This dynamic helps the organization remain agile, innovative, and successful.
Aggregated propensity dynamics determine organizational performance
They indicate how healthy the human system of an organization is, which determines the extent to which the human system is capable of delivering exceptional results.
How enlightened leadership can enhance organizational functionality
Enlightened leadership ensures that the propensity dynamics are performance enhancing, creating a win-win for the human system and the organization.
To achieve the desired outcome, all three layers of the human system must function harmoniously. We’ve developed three models that enable them.
The Individual Efficacy Model
It helps a person understand the impact of his or her specific behavioral propensity profile, so he or she can make informed decisions and, when necessary, take compensatory actions.
The Team Efficacy Model
This model helps members understand how they individually contribute to a team, and, based on their combined behavioral propensities, where the team is likely to excel or struggle. This understanding allows them to adjust their behavior and team composition as needed.
The Organization Efficacy Model
It helps leadership understand the performance implications of propensity data at different levels of the organization, so decision-makers can take steps to rebalance their human system through systematic behavioral diversification and development.
The easy step-by-step implementation of Propensity Management
We ensure that your organization’s transition to Propensity Management is simple and seamless.
· Introduce your staff to Propensity Management
· Provide an assessment and detailed implementation roadmap
· Recommend structural changes to support Propensity Management
· Identify key considerations for aligning your policies, procedures, and contracts to support Propensity Management
· Develop a customized guide to propensity-based design, development, and resourcing
· Establish the secure Propensity Management system
· Select a pilot site to test the implementation
· Gather workforce propensity data
· Orient users to the process of assessing alignment of talent-to-task, team, and structure and making systematic improvements
· Refine the implementation approach based on the pilot site and move toward full implementation
· Integrate human system improvement into the formal organization management system
These steps will activate your whole new approach to organizational improvement that:
· Optimizes organizational performance based on the aligned capacities of your human system
· Adds aggregate propensity data to your understanding of persistent organizational performance achievements and challenges
· Identifies new opportunities to improve your organization’s performance through finely tuned talent allocation, development, behavioral diversification, and growth practices.
Schedule a Complimentary Consultation Now
Discover the transformational ways Propensity Management can optimize the performance of your individual employees, teams, and organization – and how activating the untapped potential of your organization can enable remarkable and rapid improvements in performance.
[Insert one to three short testimonials]