So, how can Facet5 personality profiling help your leaders to achieve sustainable behaviour change?
A personal starting point
Facet5 helps individuals to understand their natural behavioural preferences and how that translates to the way they show up against the organisation’s new vital behaviours. They can then use this information to create an action plan that will help them to behave differently.
It provides individuals with a comprehensive summary of the strengths and risks of their personality profile as well as the frustrations and challenges associated with their individual style.
Let’s say you want to transform your leaders to be more adaptable and agile. If they are High Control and Low Energy, and being super flexible and open to change isn’t inherent in their personality, they will know they need to make a conscious and targeted effort to adopt this new behaviour. Other behaviours, such as always seeing projects through to the end, will be much easier for them to adopt.
It’s easier to change your behaviour when you’re self-aware
That’s why the first step in practices in many types of therapy such as Cognitive Behavioural Therapy (CBT) is to help people to become self-aware of their fears, thoughts and behaviours - so that they can use that awareness to facilitate behavioural change.
As Paul Jun writes in an article for 99U, “Real habit change comes from taking a candid look at your shortcomings. Or, as Epicetus once said: “Self-scrutiny applied with kindness.””
From self-awareness to self-management
Self-awareness means nothing without self-management.
Your leaders’ simply being aware of how they are likely to behave in a given situation isn’t enough to get them acting in a different way.
A leader’s Facet5 profile should be used to help create an action plan that will help them to see where they need to adapt their inherent behaviours so that they adopt the new, desired behaviours.
Helping leaders adapt to behaviour change
Facet5 doesn’t just offer leaders a personal learning journey. It can also help organisations to predict how they are likely to respond to the very fact that they are being asked to adopt new behaviours.
Any organisational change, whether it’s adopting a new behaviour, learning to use a new system or working in a new team, is challenging for leaders, largely because not everyone will respond in the same way.
When implementing initiatives to get your leaders adopting the new behaviours required to make your business successful, there will be some who are relaxed and confident, and others who are more nervous and cautious.
For example, leaders with High Emotionality are passionate and likely to be highly engaged with the opportunity to adapt and grow. However, they might also feel worried that things will go wrong. Low Emotionality leaders, on the other hand, will be less anxious but may not feel the need to change as strongly.
If you as the organisation can predict how people will respond to a behaviour change programme, you can adapt your messaging and your approach to suit their needs. High Emotionality leaders might need more reassurance that they’re getting it right, for instance. Low Control leaders might take a more flexible and creative approach towards achieving their behavioural goals.
If your own leaders are also self-aware of how they typically respond to these situations, the more prepared they will be to handle their default response. For example, if a leader knows they are low Control and aren’t great at following projects through to the end, they might choose to set themselves regular reminders to practice the new behaviour.
Facet5 helps leaders to gain self-awareness, which is key to helping them adopt new behaviours. Ultimately, Facet5 helps leaders to see how they match up to the new skill, which helps them build a compelling reason as to why they personally and professionally want to make a change in the way they do things.