PRISM

Using review & recap of behavioural attributes in to start exploring into the thinking attributes 😆😆 can you see the thinking preferences? 😬😬

Today’s Meeting of the Minds session is with budding facilitators, to :
1. self awareness and self management of potential bias while facilitating sessions
2. Social awareness and relationship management of the thinking and behavioural preferences of participants
3. Responsible decision making, of how to proceed and engage the participants meaningfully

Blending Social Emotional Learning framework with Emergenetics 😬 to support facilitation 😊 and , I am definitely leveraging on my conceptual thinking preference for this 😬😬 does it sound legit?

Thanks Jon, Dewi, Eva, Joanna, Heath and David for journeying together!

Looking forward to Session #2 this coming Monday!

Friday afternoon kickstarted a series of sessions for us.

It was a 2-hour introduction session for lecturers in ITE College West, and the sharing was focused on what Emergenetics is, and how the understanding of the 7 attributes support relatedness, in teaching and learning, and in wellbeing. Also asked them for one thing they have learnt, and one question they have 😆😆 we think they mixed up the post-its from the opening and closing, so all merged as one at the end, thus the varied post-it responses 😆

One of the awesome aspects of Emergenetics is that we speak about what we prefer (and preferences does not equate to ability), and how our energy in each of the attributes lie on a spectrum. And how we can choose to flex, like our muscles, to the extent that needs us to be at, and being able to come back to our preferences, to rest and recover.

2 more programmes coming up, one for the management team of an engineering firm, and we hope to be able to share this language of grace with them. And the other, is for Facilitators-in-training, to have perspective and language around how we teach and learn 😊

[Emergineering 101]

Some companies do a great job onboarding new employees quickly, so that they can be successful quickly. But many companies don’t! Does yours? Getting the right person is just the first part of the process!

Tip #95 : Emergineer your onboarding/induction process by using the information gathered from both the Emergenetics selection tool, and the Emergenetics Profile to help both the candidate and the team enjoy success earlier!

[Emergineering 101]

A tool is just a tool. No psychometric instrument should usurp the human being’s ability to decide who to hire! However, a good tool can provide the framework to make the process more effective and efficient.

Tip #94 : Use the reports generated from the Emergenetics selection tool to tailor your interview questions. This allows us to probe into specific areas that will provide us clearer insights.

[Emergineering 101]

One of the biggest mistakes you can make in hiring, is basing our decisions on emotions, opinions or perspectives. Very often, the bosses’ decision is taken, but it isn’t necessarily the best one. You will need a scientific, reliable and valid way of hiring, which many psychometric tools that are personality or preference-based do not provide.

Tip #93 : The Emergenetics selection tool provides you with psychometric data to efficiently and accurately narrow your candidate pool to those who best fit the job and the organisation.

[Emergineering 101]

Who knows the job best? The bosses, of course!

NOT! Often, the people in the role know the job best and should be involved in defining the role.

Tip #92 : We recommend that a cross-functional panel consisting the hiring manager, HR representative and an incumbent employee be a part of a panel to provide a well-rounded perspective on the position.

[Emergineering 101]

Often, when asked about the job requirements, we turn to the job description that lists what the candidate is required to do. However, skills and abilities are only half the story, we know that job-based motivations and aptitudes are key to a candidate’s success!

Tip #91 : Take another look at job expectations not only from a skills-based perspective. Culture, motivations and environmental factors all play a part. Take steps to redefine and reanalyse the job or position holistically.

[Emergineering 101]

Emergenetics isn’t all about self-awareness and development! We believe that having the right people on the team begins with selection!

Tip #90 : The Emergenetics selection tool helps you hire smarter by providing tools that make hiring decisions more accurate, predictive and performance-driven.

[Emergineering 101]

If they have their Emergenetics Profile Report with them, everything you need is in there. Take note of their Thinking Preferences, and non-preferences (percentages), their normative scores (percentiles), and their behavioural preferences as well.

Tip #89 : If you have large groups, it is usually fine to include this person in any WEteam.

[Emergineering 101]

At Emergenetics, the person receiving the Emergenetics Profile is the most important. It may take individuals longer to accept and embrace their profile.

Tip #88 : Be patient! Identify areas the participant seems to have difficulty accepting, then take the time to address them.

[Emergineering 101]

If you’re asked a question, that you don’t know the answer to, thank the person for the question, and say you will get back to him/her. Then make sure you do so.

Tip #87 : Get in touch with your local Emergenetics office/partner! You’d be sure to get an answer! Also, ask for the person’s email address, so you can follow up with him/her after you have the answer.

[Emergineering 101]

It’s essential that you conclude each workshop providing some food for thought about the next possible steps.

Tip #86 : Provide participants with something to follow up on. Possible next steps may include follow-on programmes, the use of Emergenetics+ or simply action items to implement.