Well, it's time to forget it, especially in the workplace. While it may have made sense years ago, it's not effective in today's workplace, where individuals have different behavioral drives and motivational needs. As a leader, you must understand what drives and motivates each of your team members and adjust your approach accordingly.
In fact, a recent study by IBM found that one-size-fits-all management techniques are no longer effective, and that managers who personalize their approach to meet the individual needs of their team members are more successful in driving engagement and productivity. But how can you personalize your approach when you have a team with diverse needs and preferences?
The answer lies in understanding your team members' behavioral profiles. By assessing their core drives and needs, you can tailor your management style to match their individual preferences. And if you want to save time and add objectivity to the process, a behavioral assessment can help.
At our company, we use a science-based assessment that provides an accurate depiction, or pattern, of people's core drives. The assessment measures four key behavioral drives: dominance, influence, steadiness, and compliance. By understanding how each of your team members scores on these drives, you can gain insight into their needs and behaviors, and adjust your approach accordingly.
Let's bring this concept to life with an example. We were called in to help two highly skilled people at a client company who were not getting along. The manager, Johnny, had a micro-managing style that was demotivating his direct report, Anthony. What Johnny did not understand was that Anthony's style and needs were quite different from his. He was creative and preferred an environment where he could reach his goals in his own way. By using the Golden Rule, Johnny was going out of his way to treat Anthony as he would have liked to be treated, but he wanted the exact opposite.
By using our behavioral assessment, we were able to identify that Johnny had a high score on the compliance drive, meaning that he had a need for structure, rules, and procedures. In contrast, Anthony had a high score on the influence drive, meaning that he was more outgoing and preferred a flexible, fast-paced environment. Armed with this insight, we were able to help Johnny adjust his management style to better match Anthony's needs, resulting in a more harmonious and productive workplace.
So, if you want to be a more effective leader, forget the Golden Rule and focus on doing unto others as they want to be treated. Take the time to understand your team members' individual needs and preferences and adjust your approach accordingly. Use a behavioral assessment to gain insight into their core drives and needs and personalize your management style to match. By doing so, you'll create a more engaged, productive, and harmonious workplace.
If you're interested in learning more about our behavioral assessment and how it can help you create a more personalized management approach, contact us today. Our team of experts can guide you through the process and help you unleash the full potential of your team. Let's forget the Golden Rule and focus on doing what works best for each of your team members.
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