Short post today with a "coaching others" slant. Let's say you've just taken a behavioral assessment. Which one? Doesn't matter, because as the video below alludes to, almost all of them are based on the same science.
Anyway, you took the assessment. On some of the dimensions you're a part of the crowd, lumped somewhere in the middle of humanity.
But wait - there's a couple of things where you really stand out! Examples:
--You're high assertiveness...(you deal with things that need to be dealt with)
--You're high people....(you engage with others easy and are seen as approachable)
--You're low sensitivity...(you take feedback easily - and make quick adjustments based on the feedback with little emotion)
See what I did there? The brackets tell you why your outlier score in the areas mentioned can be considered a super-strength.
But for every interpretation of an outlier assessment score as a positive, there's also a negative.
Turns out, when it comes to assessments, your best feature is also your worst feature.
High assertiveness can bite you in the a$$ when you don't understand a situation where it will be perceived as highly negative. High people individuals tend to talk more than the listen, which often limits their effectiveness/results. Low sensitivity people are often low empathy and don't automatically understand how others feel.
So celebrate your outlier scores, or those of your direct reports. Then coach on a daily basis on where that super-strength is best deployed, and what situations the super-strength needs to be muted for best results at work.
Your best feature is your worst feature. Video below of me talking assessments at Disrupt HR (email subscribers click through if you can't see the video)...