Transcript: Coach with self-conceptNot a PI Client? Request a Demo
As a worker’s role on a team progresses or when major changes to a team occur, it’s important to understand how they feel they are expected to act. Over time, an individual’s behavioral drives won’t fluctuate too much but the external factors around them can definitely impact how a person will have to stretch from their core needs and drives to accommodate changes at work. This is why we recommend sending those employees a new behavioral assessment and using the Coach with self-concept feature.
Once an employee has taken their new behavioral assessment, navigate to the search bar in the upper right hand corner of the screen. Enter the name of the employee and press enter on your keyboard. A list of search results will display, locate the correct employee and select their name. You should now see the behavioral pattern overview of the employees first behavioral assessment they took. You’ll see the exact date they took the assessment in the right hand corner of the behavioral pattern section. Hover your mouse over the date and you’ll see a list of the different times they have taken this assessment.
Next, click on the Coach with Self-Concept link. This will show you the initial results of the employee’s behavioral pattern compared to their most recent result for their self-concept. As a reminder, the self represents who they are as an employee and the self-concept represents how they feel they are expected to be at work. This will allow you to have helpful conversations between your employees that can clarify expectations as well as guide future behavior. It can also help provide insight into why an employee might be feeling greater levels of stress. For example, Janet is being asked to stretch quite a bit due to a much higher dominance factor then reported in the Self section. Knowing this information, her manager can sit down with her and review why she feels stretched and what steps they can take to help her ensure she is successful.
To inform us of a typo or other error, click here. To request a new feature, click here.