Importance of Behavioral Awareness in Management

adaptive leaders reformed by AI

Workplace Leadership: Recognizing Potential Pitfalls in Behavior

Everyone has strengths and blind spots associated with their traits. When we recognize and leverage them we can operate at our full potential. If ignored, we run the risk of sabotaging ourselves and others around us.

Positions of leadership deepen the problem. Far too many managers are unaware of their blind spots, often creating havoc in their organizations as a result. Valuable employees may leave, production can be delayed, and entire processes can go awry.

The solution? Teach managers how to best utilize the behavioral traits of themselves and their employees for success. Our executive coaching, leadership development and team assessments help identify and provide solutions to potential pitfalls.

Recently, a calming, quiet CEO we work with hired an outgoing VP. The VP was extremely driven, immediately producing results. The CEO was thrilled! She was seeing outcomes she wanted and progress was being made. But behind the scenes, the VP’s blind spots got the best of her. She started steamrolling other employees who valued boundaries and processes. Ultimately, it was disastrous. The VP was removed and the CEO turned to damage control.

Could this situation have been turned around? Absolutely! With a bit of behavioral and communication coaching to both the VP and the CEO, there would have been a better understanding of what makes each other tick, they would have understood the perception of each others behaviors and how they show up that impacts their job, their team and the company.

Let’s imagine another scenario in which an employee isn’t performing well. If the manager worries about hurt feelings, they may avoid correcting the situation. Other employees are forced to compensate for the underachiever, building frustration towards management as a result. This is just one example of how behavioral pitfalls can be devastating to an organization.

Hiring and promoting correctly are imperative when utilizing behavior. Before you fill a position, create job models to identify exactly what you’re looking for. You might be tempted to hire someone as outgoing or detail-oriented as you are, but is that what you need? Think about what the position entails, and what you’re hoping to gain before you hire.

For example, if you need someone to monitor processes and document paperwork, someone with a high level of patience and a need for order could be a great match. If you’re looking for someone to push a team to new heights, you’ll want someone likeable with a strong drive.

Imagine working with them before bringing them on board. If you have little patience, you might have a difficult time working with someone who likes to take their time before making decisions. While behavioral differences may complicate a working relationship, there are absolutely situations where you should hire someone with different traits than you. If you constantly struggle with one part of your job, find someone with a behavioral style that will excel at it.

When behaviors are ignored at a management level, it can be catastrophic. The results of their blind spots trickle down to affect everyone below. Take the Proscan assessment to identify your leading traits, motivators, and blind-spots. Use this information to make educated decisions in hiring and promoting employees. We also offer executive coaching and leadership training to provide expert insight to the behavioral aspects of your organization. Get started today!

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