Performance Dynamics > High Performance People > Traits Measured
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What are the Traits Measured by Performance Dynamics?
Primary Leadership Characteristics
Management Knowledge
Energy Level
Dominance
Decision Making
Social Skills
Stability
Goodwill
Expertise
Compromise
Mental Maturity
Secondary Leadership Characteristics
Delegation
Reflectiveness
Communication
Authority
Reward
Discipline
Competing
Collaboration
Avoidance
Accommodation
Do the candidates understand management and leadership principles? Are they people-oriented in their leadership style? Are they "old school" and autocratic or participative and progressive? Are they "all business" and task-driven or current in their leadership style? Do they understand what it takes to lead a team?
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Are the candidates high-energy, fast-track, highly motivated, and able to move quickly with high productivity, or are they laid-back, unmotivated, slow, systematic, and likely to achieve low productivity? What is the pace they will set for themselves and others? Are they self-initiating or do they need constant external motivation? Are they self-motivated or do I have to push them? Can they keep up with the pace of our culture and job expectations?
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Will candidates make it happen or wait for it to happen? Are they proactive or reactive? Will they take charge, assume responsibility, like to control, and influence people, situations, and circumstances, or are they laid-back, reactive, and uncomfortable being in charge or influencing and asserting themselves? Do they lack assertiveness? Are they followers or leaders? Do they have strong egos or are they more humble? Will they proactively step out or sit on the sideline? Will they drive things or watch things be driven by others? Will they get involved in initiatives and situations or will they play it safe and watch?
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Will candidates make quick, proactive decisions or will they hesitate, procrastinate, avoid, and deflect decisions? Are they impulsive in their decision-making style or do they over-analyze and over-think situations, with an inability to take action and make a decision? Will you have to make decisions for them or manage their decision-making process? Do they rely on consensus or can they make independent decisions? Will they frustrate their boss by sitting on decisions?
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Are they outgoing, friendly, interactive, easy to know and talk with, or are they quiet, introverted, distant, hard to get to know, and not very people-oriented? Do they like interacting with people and is relationship-building important to them, or are they more technically-oriented and more comfortable working with things versus people? Are they likely to engage in outgoing, active relationship-building? Are they dynamic and personable? Will they proactively relate to others? Can they build and maintain strong relationships with coworkers, subordinates, peers, upper management, and customers?
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Are they stable, steady, consistent, even-keeled, and predictable in their moods, demeanor, and style of interaction? Are they comfortable with their current set of life circumstances, feeling pretty well-balanced, or are they carrying a high degree of internal stress and anxiety, being somewhat moody, unpredictable, volatile at times, inconsistent in style and demeanor? Are they too emotionally comfortable, liking the "comfort zone"? Are they complacent, too stable, laid-back, and lacking a sense of urgency? Will they have an emotional, overreacting response to situations, or will they have a calculated, measured, calm assessment and reaction to a situation? Can they handle stress and pressure? Will they be consistent in their leadership style or be "loose cannons"?
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Do they want to treat people well and fairly? Do they have empathy, compassion, care, and concern for people? Do they focus on building close, strong affiliations and commitment in their relationships, or are they unsympathetic, self-centered, too results-driven, and not sensitive to the needs of others? Do they understand the value of building positive, constructive relationships, or is that not part of their thought process, being too focused on tasks and the bottom line? Are they genuinely concerned about the needs of others?
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Are the candidates confident or do they lack self-confidence? What is their level of self-esteem? Are they overconfident, cocky, arrogant, and too self-assured? Do they make a weak presentation and have a behavior pattern that is timid and unassertive, where they won't step out and influence with a strong presentation or with strong convictions? Are they constantly self-evaluating, doubting and second-guessing themselves, or will they take action with confidence? Will others follow their lead because they exude confidence? Will they lead others with confidence?
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Are the candidates open-minded and flexible in their mind set, thinking, and opinions? Are they interested in the ideas and input of others, or are they inflexible, stubborn, strongly opinionated, know-it-alls, cynical, and difficult to influence? Are they myopic in their own thought process and agenda, or will they yield to the ideas of others? Do they give and take, letting other people win at times, building buy-in and commitment, or is it "their way or the highway?" Can they fall into alignment when there is no agreement? Will they want to argue all the time? Will every conversation be a debate? Will I ever know if they really buy in or are just pretending to do so, pursuing their own way or agenda anyway?
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Are the candidates bright, quick problem solvers, quick learners, intellectually astute, and able to process complex information quickly, or are they slow learners, needing more time to problem solve, and not too intellectually quick? What is their capacity to think quickly on their feet?
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Do they understand delegation? Are they too "hands-off," or too "hands-on"? Do they lack follow-up and coaching ability? Will they be too wrapped up in their own work, naturally drawn to details versus actively coaching, leading, and structuring the work flow, efficiency, and productivity of others? Will they micro-manage or give people too long a rope? Will they delegate effectively?
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Do the candidates have an abstract, strategic, creative, analytical mind and thought process? Will they think with vision, see dimensional solutions, and understand systems and processes at a very abstract and deep level? Are they "change agents," creative and full of new ideas, or do they lack creativity, look at things one-dimensionally, with a black-and-white thought process? Do they expend much mental energy assessing and understanding situations and circumstances, or are they more likely to over-react, conclude too quickly, and take action when they should step back, process information, and consider the "big picture"? Do they think with blinders on?
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Do the candidates communicate effectively? Will they share information openly and honestly, or will they play it close to the vest, keeping information to themselves? Do they have active, well-developed listening skills, or are they poor listeners? Do they tend to keep people in the loop, well informed, feeling like they are part of what's going on, or do they withhold valuable information, causing people to wonder, jump to conclusions, and create unnecessary stress and anxiety? Do they try to lead and influence with a proactive, open, sharing, and team-oriented style of communication? Do they over-communicate and talk too much, without focus?
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Are the candidates organized, able to bring structure, focus, and direction to their workflow and the workflow of others? Do they manage themselves and their activities with purpose and organization, or are they unorganized, innately scattered and unstructured, not overly systematic and inconsistent? Will you have to manage their lack of organizational skills? On a leadership level, will they use formal, positional power and authority when necessary to influence the performance, efficiency, and productivity of others? Will they willingly direct others and impose expectations, or will they not use positional power when necessary, being too soft and easy?
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Are the candidates motivated by positive feedback and recognition? Will they use positive feedback to motivate others? Do they rely on consistent stroking and pats on the back for motivation? Are they high-maintenance? Will they not use reward and positive feedback as a motivational tool for others? Will they take others for granted and not acknowledge their contributions, causing others to feel taken for granted? Are they self-motivated, self-validating, and able to work productively and independently, without positive feedback?
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Are they self-disciplined and have a strong work ethic? Do they set high expectations for themselves and others? Are they self-driven? Do they bring a strong commitment and internal desire to excel? When necessary, will they use discipline and negative reinforcement in their leadership style to motivate and drive others? Will they go the extra mile and stretch the expectations and capabilities of others, or do they lack self-discipline and have low or average expectations and a loose work ethic? Are they too "soft" in their leadership style? Are they uncomfortable in pushing others and imposing high expectations on others?
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Are they innately competitive, with a never-wavering desire to excel, succeed, and win? Are they intense, aggressive, and able to motivate others with an optimistic, enthusiastic, infectious attitude and style? Are they self-driven toward success? Do they have the intensity to drive the business and the performance of others, or are they passive and followers versus drivers? Do they lack intensity and aggressiveness? Do they only compete inwardly or are they indirect competitors, political by nature? Do they lack that edge to drive the business?
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Are they team players and builders, or are they independent, individualistic, or individual "superstars"? Do they understand the value of working with others, collecting and exchanging ideas and information? In conflict, will they try to work through the circumstances in a collaborative process? Do they understand teamwork, or are they better suited for an individual contributor's role? Can they bring others together and tap the synergy of the group?
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Will candidates avoid dealing with conflict, look the other way, and sweep uncomfortable situations under the rug? Will they not engage or say what's on their mind, letting situations build and carrying around stress and tension, or will they deal with situations directly, timely, and move situations forward constructively? Will they be too direct, abrupt, and abrasive when they engage, or will they use tact and diplomacy? Will they jump headfirst into conflict, or will they sit on the fence and only selectively engage? Will they deal with people, performance, and productivity issues, or hope that they will resolve themselves?
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Are the candidates over-accommodating, too soft and easy? Will they struggle in holding others accountable? Are they likely to go with the flow and be taken advantage of, spending too much time meeting the needs of others because of their desire to please them? Will they withhold their opinions and not say what's on their mind, or can they be non-accommodating, push back, stand firm, and say what's on their mind? Can they lead others and hold them accountable? Can they be tough and tenacious negotiators, or will they give in too easily? Do they have good customer service skills? Are they too tenacious, argumentative, and unwilling to yield to the needs of others, having a need to be "RIGHT" and have their own way? Are they so entrenched in their own convictions that others may not even try to influence them?
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