May 19

Onboarding: Analyze data to clarify direction


By Chuck Coker

Once you have hired what you believe to be the right person, it is important to take the preliminary step in benchmarking what mindsets will allow an individual to perform the job with minimal stress. Identify the key attributes from your worksheet your subject matter experts (SMEs) believe are essential. You will probably discover that some of the proficiencies are repeated, as necessary, for your key accountabilities and reason the job exists. It is important to note how often you see them. You will also want to identify how much time they are used during the week.

The more often these attributes are needed, the stronger they must be a part of the individual’s personality. In the first part of your assessment battery, you will want to identify a tool to measure the attributes commonly used in a business environment. Make sure the tool is not just something that measures whether the attributes are demonstrated, but also one that weighs capacity for growth in this area.

Here is an alphabetical checklist of 23 commonly analyzed business capacities you can use to identify what is required to complete most tasks:

  1. Analytical Problem Solving
  2. Conflict Management
  3. Continuous Learning
  4. Creativity/Innovation
  5. Customer Service
  6. Decision Making
  7. Diplomacy
  8. Empathy
  9. Employee Development/Coaching
  10. Flexibility
  11. Futuristic Thinking
  12. Goal Orientation
  13. Interpersonal Skills
  14. Leadership
  15. Management
  16. Negotiation
  17. Personal Effectiveness
  18. Persuasion
  19. Planning/Organizing
  20. Presenting
  21. Self-Management (time and priorities)
  22. Teamwork
  23. Written Communication

If you find an individual that has these attributes naturally inherent in his/her personality, it will be beneficial in accomplishing tasks with a minimal amount of stress. If you find an individual has some competency in this area and has completed some form of training, but the skills are not naturally inherent in their makeup and value sets, you should be able to determine that they have the knowledge and/or experience.

However, job-related stress will eventually build and be expressed in the form of frustration or anger when the individual is pressured, or under tight deadlines. You can also identify this through key behavior-based questions during the interview process.

Without answers to these questions, you will not understand the necessary level of competence individuals must bring to the table.


About the author 

Chuck Coker

For more than 30 years, Chuck has focused his career on people's development. He has implemented proprietary Personal Formation, Human Capital, Talent Management, and incentive-based programs across a broad scope of Fortune Companies, regional organizations, and educational institutions.


You may also like

{"email":"Email address invalid","url":"Website address invalid","required":"Required field missing"}