Developing in 2017
- Additional myBirkman.com updates/upgrades
- Birkman Abilities Inventory
- Measures aptitude and ability of potential hires
- Birkman 360
- Birkman “Selection”
Developing in 2017
D. PerrymanBirkman Mehtod is not primarily a behavioral assessment.It is a measure of mindsets that drive a person forward a pattern of behavor.The questionnaire emphasizes “see,” so it is all about preception.The Leadership Mindset Cycle
Usual – your perception of your natural, comfortable self interacting with the world.
Needs – Your perceptions of the way others are most of the time
Fixed mindset language
Growth mindset language
Amanda – Physical energy (49/20)
Marie – Physical energy (99/97)
Amelia SmithBirkman InternationalOne of the best things I took away from this session is that all of the newly branded marketing materials are already available on their website. I was wondering when these materials were going to be available, and my question has been answered!
These items were all things I knew about ahead of time. It’s not clear from the audience how many people in this room already have a consulting/small business website.
I don’t agree with the Google+ site, but otherwise I agree with all of these.
It’s better to manage a few well than be on too many networks and neglect them.
This wasn’t a bad session, just not what I expected. It was more “Social media 101” and didn’t go into as much on the Birkman-specific marketing as what I was hoping for.
Jerry DeatherageUsing gap analysis
High usual Social Energy (acceptance)
Low usual Incentives (advantage)
Low usual Freedom
You have to manually create these scatterplots with the information that Birkman provides – it won’t create these for you. In Excel, you’ll need/want to set the graph to increments of 7, instead of the default (5). You’ll also want to set the scale of 1-99 to align with the Birkman measurements.
This is an interesting idea, taking results for a number of components and displaying them, as a group, on a scatterplot. Based on some of the examples that he showed, I can certainly see how this would be helpful. Especially when looking at a team/local company’s employees to determine gaps in usual behaviors. One of the things that he mentioned is that this is (for the most part) based on usual behavior, to determine their normal behavior. I imagine that this would also be helpful in measuring needs.Another point to consider, which came up during questions, is that it might be a good idea to plot the group/team leader’s usual behavior scores against the needs of the team members. The presenter indicated that this is something he has done before and can certainly be done, but isn’t his primary focus when using these models.
Lynn GreeneUsual scores are taken exclusively from questions answered about yourselfNeed scores are taken exclusively from questions answered about other peopleHow do I see myself compared to how I see others?<<Birkman collects millions of>> –> <<how people…>>
Individuality (how I see myself) compared to how most people see themselvesDistinctiveness (how I see myself) compared to how I see most people
Social Acuity (how I see others) compared to how most people see others
Image Management (how I see myself) compared to how I see others
Doug HoweBirkman and the bottom line
Things you can say when selling the “Birkman” (really selling your services)
How to connect proposed offering to business
Not a bad session at all. Lots of things to think about, whether you are an experienced consultant or just getting started (like me).
Patti HansenCorbett ConsultingReasons for presenting a Birkman-based team session:
Top issues for training:
Patti started off going over change management in an organization, talking about the several stages of change (anger, despair, etc.) and clues into which stage an individual is in (including what someone in each of the stages needs).What We Found Works
Tips on how tomanage and support implementers of change
After capturing attnetion/gaining buy-in/matching strengths to tasks/planning support
I had high expectations on this one. For the most part, it met those expectations. I was able to take away 1-2 activities to implement in change management trainings, and she indicated that there were going to be more activities and reflective questions in the PowerPoint slides. Hopefully I can build out a training on change management for my “toolkit.”
Matthew GosneyHillcrest Healthcare System
Best Practice Assessment – should be used when interviewing/selecting candidates
Steps for integration
I thought this session was pretty rough. It was a case study of what they did at their hospital and most of the session was based on their steps and results. What I was hoping for, and didn’t see, were practical steps/examples of how the Birkman could be used for talent management in other organizations. There really wasn’t anything usable/applicable to other organizations. My notes are pretty scattered because I was trying to find items that I could apply outside of this specific hospital network.
Carol Buckner & Amy ShepleyBirkman InternationalCarol mentioned at the beginning of this session that this will be a recap of everything mentioned during the General Session from yesterday. I’m not sure how many notes I’ll be taking since I took a lot of notes during the General Session yesterday.The Signature Report will replace the previous Preview Report. This was one of the things that I was confused about – there were several reports mentioned during yesterday’s General Session so I didn’t know which one this was replacing.Amy made some comments about the training that will be provided to new consultants and the fact that new consultants will default into the Signature package. One of the things that they made reference to, in passing, is the cost. I’m still curious as to what the price breakdown will be between the platforms and which reports are available in each package. I’m hoping they talk about this more at some point today or tomorrow.One of the questions was about the yellow looking more “orange.” Apparently this is by design and is now called “Birkman Yellow.” With yellow’s printing differently on every printer, this change should standardize the colors.An interesting thing is how the components are mapped. The color associated to each of the components is what is tied to the high usual for that component. So Physical Energy is red because of the high score – what this also means is that the low Physical Energy is blue (opposite of red). I don’t know if this was covered during my training, but it’s interesting to know.
Rather then using “Needs,” considering explaining it as “I expect people to be…” This may help explain this to end users. When people meet your expectation, you respond with your usual behavior. When people do not meet your expectation, you respond with your stress behavior.
One of the questions was dealing with how they sell the Birkman to clients – the fact that Birkman is one of 2 assessments that measures motivation. How does motivation change with the changes to Birkman?Their response was that Motivation does not change. What you need is what motivates you. The fact that there are gaps between usual/needs no longer needs to be threatening. You can explain it by saying “The way you see yourself vs. how you see the world is very different. Let’s talk about that.”
Reversals are easier for the end user to identify on the component pages. With the 3 graphs on each component page, you can quickly/easily identify when the indicator on the bottom 2 graphs are not in the same place, that is the reversal. It makes it easier to explain the reversal (and explanation of what it means) to the end user.Note to self: Spend more time looking at the definition/use of reversals.
The session was alright. I think I got most of what I needed from the General Session, so I don’t think I got a lot out of this. But it’s better to have the same info explained a second time than not at all.
Carol BucknerBirkman InternationalThe best thing about this session right off the bat is that the attendees from this session will walk away with a new Needs at a Glance, which is now called the Component Atlas. Social Energy (prev. Acceptance)
Physical Energy (prev. Activity)
Emotional Energy (prev. Empathy)
Self-consciousness (prev. Esteem)
Assertiveness (prev. Authority)
Insistence (prev. Structure)
Restlessness (prev. Change)
Overall – Not a bad session. I wish there was more time spent on the last 3-4 components so that I could get a better understanding of them. But the time spent on the first 1/2 of the components was really good. I haven’t had a chance to flip through the Components Atlas but the fact that they redid it was good.