Behavioral Alignment Instrument


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When the organization appears aligned but some of the managers are not,it may be time to use the Behavioral Alignment Instrument to identify areas for improvement.

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Behavioral Alignment Instrument

  1. 1. The AlignComm Behavioral Alignment Instrument (BAI)While many alignment “excursions” can be addressed through operational or communication enhancements, it isestimated that in about 30% of the cases, some managers will require help identifying whether their own behaviormay be inconsistent with organizational values—and obstructing optimal alignment with their teams and peers.Our Behavioral Blueprint has the potential to drive performance across teams and business units, improve alignmentand ‘model the way’ for future success through enlightened and self-directed changes in on-the-job behavior.AlignComm, in partnership with a leading European research organization, can now offer this instrument as a majorcomponent of our alignment acceleration process.This tool is made available through AlignComm by Penumbra Consulting, the UK’s leading subject matter experts andthe Behavioural Sciences Institute.The premise of this diagnostic instrument is that Personality and, by extension, personality tests are abehavior, rather than personality is the key driver of very poor predictor of performance. Why? Becauseperformance and that one’s work situation is the people are highly adaptable and far more flexible thanprimary determinant of behavior. If your goal is to personality typing reveals. Personality tests cannot andincrease performance, therefore, behavior is the only do not predict how people will act over a variety ofvariable that is realistically amenable to change. The roles or situations. In addition, these tests are not ableBehavior Blueprint delivers one-on-one management to predict how behavior changes over and coaching based on a sophisticated onlinediagnostic—validated by the London School of Think about it. Is it possible that you only think youEconomics—to drive positive behavior by making on- know:the-job behavior measurable and manageable.  That your employees are motivated to be ‘best’ at their jobsThe Behavior Blueprint has been successfully deployedby major corporations worldwide.  You can identify the people with the most potential  The specific behaviors for every manager that account for 80 percent of their performance  How to measure how closely peoples’ behavior matches the corporate values According to the Harvard Business review, just 10% of managers move their organizations forward, and 90% are lacking in self-awareness. Until now there has been no scientific way to identify the development needs of those managers. The majority of organizations do not investigate this phenomenon because it has been difficult to isolate and measure. This need no longer be the case.
  2. 2. And there is more to it than just personality. So why A Stanford University Study demonstrated that theare personality tests so prevalent? Do they measure correlation between personality tests and people’sthe right things? actual behaviour is less than 10%. The primary driver of behavior is the situation in which they find themselves and, most importantly, that their behavior changes with  Personality describes how one would the working environment. prefer to behave if there were no situational requirements for specific behaviors.  Personality tests cannot predict neither how people will act over a variety of roles or situations, nor how behavior changes over time.  The Behavior Blueprint provides an understanding of what specific behaviors are needed at different points in time.  The process enables managers to specify key desirable behaviors for specific job roles. Personality is, therefore, a very poor predictor of performance. Personality tests cannot and do notAny organization that is serious about its values needsto look at how its people are behaving. Actions, not predict how people will act over a variety of roles orwords, tell the story. And these behaviours have to be situations.measured. The BAI benefits are clear. It is a unique tool thatTangible benefits have been gained by companies that isolates specific behaviors which make a tangiblehave taken advantage of the BAI insights. difference to achieving organizational success. The tool has been calibrated to identify the 20 key actions that drive 80% of management performance. The BAI output identifies behavioral characteristics with three potential outcomes: 1. Accelerating performance – actions that move the strategic plan forward. 2. Sustaining performance - actions that make things run smoothly. 3. Blocking performance - actions that get in the way of effective management. These can then be individually addressed to maximize the alignment of behavior to company strategy and valuesPersonal information is maintained in a manner which meets the requirements of worldwide data protection standards and all reasonable steps aretaken to ensure that it is kept secure against unauthorized access. The BAI is administered confidentially by Behavioural Science Systems, with resultsbeing returned privately to authorized parties.