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Almas Insight: Predicting, Learning and Embracing Human Behavior & Capability Alignment · The Business of Alignment - Powered by The E1B2 Collective

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  I'll make this one brief. I think something that's really.
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  Underrated and obviously through and with almost in sight and
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  frankly. So many other products services
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  companies in the HR Tech sector that utilizing a odd as
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  utilizing gamification. We're all starting to realize
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  that. Something that is difficult but
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  the most important measurement is honestly, and I'm pausing is,
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  I want to make sure that I really believe this because this
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  is something that just came. Came through my experiences
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  today. This is not a plan episode.
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  It's just kind of off the cuff here.
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  Yeah, I'll go with it. I really believe one of the
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  biggest components to to an organization and the success of
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  an organization and the hiring process is around an
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  organization. Is the ability to measure
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  understand and proactively predict how someone will.
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  React in a situational basis and how they the type of decisions
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  they will make and how leaders and team members will work
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  together. That is the hardest thing to
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  predict That is the toughest thing to predict.
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  But if you really want to be honest, with ourselves, and
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  understand human beings and how businesses are run period, we
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  would all raise our hand and admit.
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  That when it comes down to, when it comes down to alignment and
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  successful hiring and successful integration of candidates, and
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  two new teams and current teams. And when it comes to successful
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  relationships between leadership and employees, and vice versa,
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  when it comes to all of those factors, if you have a tool, a
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  process and ability to read how someone proactively will make,
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  Visions, how someone will react to situations how to people
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  React to similar situations. How how folks work if you can
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  figure that out. Or as much as that proactively.
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  You'll be super dangerous. You'll make a lot of impact,
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  you'll make a lot of successful hires, you're a successful
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  higher score. If you were to score, it will be
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  in the, you know, the 80 and 90 percentile. because that's
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  really what it comes down to, for instance, If you have a
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  leader that will consistently put an employee in a situation,
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  we're that employee has three different decisions to make on
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  some sort of project management issue.
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  And that leader has a particular preference that he may be
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  looking to hear and what he made you looking for that candidate
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  to select and I'm just talking about a real situation that may
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  occur inside of a team inside of a department 12 out of the 30
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  days. You know, a month or 31 days in
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  a month, I pretty consistent and that leader may have a pet peeve
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  towards ways that certain people react to project management
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  issues and If there's a way to put three different options in
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  front of a candidate in a situation where they have the
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  ability to explain their selves and and select the direction
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  they would go. When the answer, they would
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  decide to move against in this, the decision they would make.
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  And if the leader was able to really recognize and see and
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  understand that and learn that proactively before they actually
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  hire that person and put that person in that situation,
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  there's a lot of good that can be had by being able to measure
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  that and know that. Now, I will admit I used to be
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  the type of person that says hiring is really nothing more
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  than making educated guesses, crossing your fingers and pray
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  and holding your breath. Because you're really don't
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  know. Until you get to know.
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  Someone you're really don't know until you start to build that
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  relationship and work with each other, and you hire fast,
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  fighter faster, right? Potentially or hire a fast,
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  consider firing faster. But immediately go to fast
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  executions of empathy, fast, executions of listening fast,
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  executions of, you know, mixing things up and, and, and being
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  flexible, right. But here's the punchline that
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  I'm starting to recognize and respect more and more with the
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  work that I'm doing with all Miss Insight, the amazing
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  meeting I had with Alexandra. The the work that I saw mine
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  stand, Take A Part in the the research that I'm doing from an
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  AI perspective in the Workforce Development space, if you can
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  predict read, understand, measure, and comprehend.
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  How to individuals will? Will productively or not
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  productively make decisions together, productively or not
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  productively work well together, productively or not productively
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  energized and, and fuel each other and very nuanced
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  conceptual ways, right? And very nuanced architectural
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  ways that there's ways you can throw situation is active and
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  really know. Really know and utilize
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  technology to do that. Now, you're onto something.
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  And I believe every single company small and large needs to
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  be able to utilize some sort of version of that capability, some
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  sort of version of that value. They all deserve it.
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  Because hiring is expensive. And more than even the money,
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  more than even the productivity more than even the value to the
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  business. We're human beings at the end of
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  the day. Let me remind you.
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  We are human beings at the end of the day.
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  Bringing two people together. That can Inspire each other.
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  That work, well, naturally with each other that has that have
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  decision-making perspectives and preferences that mesh well with
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  each other that are aligned with each other.
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  Individuals that have the same or similar or empathetic
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  perspectives around certain experiences and how they would
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  attack an approach and deal with those experiences.
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  It's all a good idea to be able to measure and understand that.
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  So as always, Just a few thoughts.
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  Just a few perspectives. We'll talk soon.