Job Performance

Job Performance

One of the core issues in business is that the right people aren’t in the right jobs, and this has an enormous impact on performance. Each job has a behavioral style that is required if it is to be done effectively, but that doesn’t mean that the incumbent has the right style.

It is not a question of using assessments to measure performance, but rather to identify the best match between jobs and employees and ensure that the best fit between the style of the job and the style of the person doing it.

The Four Pillars of Behavior

  • Demo Icon Dominance
  • Demo Icon Influence
  • Demo Icon Steadiness
  • Demo Icon Compliance

  • Dominance

    The D is challenge-oriented, competitive, highly active, innovative, and tenacious. They are forceful, decisive, direct and independent - bottom-line driven self-starters who value time and are not content with the status quo.  

    The Time Edge

     

     

  • Influence

    The I is expressive, enthusiastic, friendly, demonstrative, and talkative. They are optimistic, creative problem solvers who verbalize articulately Outgoing and empathetic, they want to be liked and trusted and make great team players.

    The Time Edge

  • Steadiness

    The S is methodical, reliable, steady and modest. They are loyal, patient, dependable team players and work hard for the right leader. Calming and stabilizing, they are logical, step-wise thinkers who are good at completing tasks. 

    Edge Business Essentials

  • Compliance

    The C is analytical, exacting, careful, and deliberative. They maintain high standards and are , task oriented objective thinkers. They define, clarify, get information, criticize, test, pay attention to small details, and like to follow the rules. 

    The Alternative Board