Institute of Phenotypology

CONFLICT OR PROFIT?

Character issues:
• a person (specialist), according to colleagues - has a "nasty" character, it is very difficult for others to work with him/her emotionally. The "nasty" character type can have many forms of expression, for example, "conflict provocateur", "scheming (wo)man", "rebel inconvenient for management", "emotional vampire", etc.
• however, there is a positive contradiction: this person generates a lot of profit for the company with his/her work or specialization (abilities). A lot of profit.

How does the negative trait manifest itself:
• being an excellent specialist, earning a lot for the company, at the same time an employee with a "nasty" character openly and disrespectfully criticizes others, creates intrigues, interferes with constructive work, ignores management instructions, sows destruction.

The most common solution:
• to fire from work, because "nasty" character employee did not fit into the team and company culture (other employees will be satisfied with such solution and will have a moral right to be so).

Possible solutions:
[ from the perspective of the business owner, in order not to lose the profit (or a very large part of the profit) generated by a conflicting employee: ]
• select people with strong nerves (phenotypically identifiable) for such a person's team, with a strong buffer nervous system, so that they can more easily withstand "moral terror";
• separate the workplace of the "nasty" character employee in space (workplace in another location, where there is no direct contact with other employees) and reduce the amount of contact;
• eliminate such an employee from the group, i.e. work with him/her alone, as if with an external subcontractor, purchasing a profit-making service from him/her (he/she can remain in the status of an employee legally);
• pay more sensitive, but important employees "moral compensation" (whatever it is) for working in harmful emotional conditions from a share of the profit earned by the "nasty" character employee;
• when a "conflictual" employee causes destruction, demand constructive solutions from the provocateur on how to resolve the chaos he/she has caused;
• other solutions.

When a business person lives with the idea that profit is the most important thing in business, one can find various solutions on how to get around the minuses in order to maintain the plus.

The text presents reformulated thoughts from seminars and consultations by the authors of phenotypology, Mr. Mark Lutsin and Mrs. Nelli Orlovskaya.

If your candidate / employee (or business partner) is inattentive, unpedantic, careless. How to properly "exploit" him/her and increase company profits?

Perspective of the approach:
• In the phenotypological perspective, people are neither good nor bad. All without exception are "problematic" in relation to each other: some - more, others - less. People are what they are. And what they are allows us to identify phenotypology.
• From the perspective of a business / employer, the question arises: to what extent does this person's characteristics correspond to performing a specific function, what are the advantages, and what are the possible problems and how to eliminate them.

Character issues:
• Inattentive, unpedantic, careless and lacking the willpower to engage in high-quality performance of work requiring diligence [ which is phenotypologically visible in advance ] character, but such an employee (or business partner) is needed by the organization due to his/her other competencies, skills, experience.
• What to do with such a candidate / employee (or business partner)? How to remove the negative aspect and get more profit for the company?

How the trait manifests itself:
1. directly: work is performed carelessly;
2. indirectly: work that requires the necessary diligence to complete is delayed or not completed on time.

Possible solutions:
• If a candidate or current employee is not meticulous, not careful, but you need him / her because of his / hers experience, skills and other qualities, there are several (not the only) possible solutions:
1. the most rational: transfer the work requiring diligence to another employee, i.e. remove the functions that the not meticulous employee cannot perform qualitatively;
2. if there is no way out, i.e. if there is no one to transfer these functions to: all that remains is to constantly remind such an employee of the importance of thoroughness when performing work that requires attention to detail, and to control that the work is done thoroughly. Maybe it will work :) There is a risk that (s)he will quit his/her job him(her)self, because (s)he will not tolerate so many details and being controlled because of them.

Message to employers and entrepreneurs: when selecting employees and/or business partners, provides clarity on the candidate's/current employee's/business partner's:
• character (genetics + influence of social environment);
• advantages and disadvantages of such a character for performing the intended position (business function);
• threats of such a character to the company and business security (possible options: potential competitor, probability of theft, industrial espionage, loyalty, destructiveness, etc.);
• rationality: why it is still worth cooperating with a person with such a character (and how to eliminate existing character disadvantages from the perspective of performing a business function) OR logical, phenotypic-based arguments why it is better to avoid cooperation with a specific person.

is a technology designed to identify people's characters based on their external genetic characteristics. Consultants (authors of phenotypology): and . Organizer: Giedrius Švetkauskas
Consultations are conducted online, candidates / employees / business partners are analyzed using their photos.

A free presentation of the service is available. For cooperation terms, please inquire via LinkedIn private message or [email protected], +370 641 63055.

“Phenotypology workshop for business owners, CEO’s and HR Executives”