There are people who, no matter how much they inherit, how many financial gifts they are given and how much money they make, always seem to be rushing in or out of financial straits. And there are others who astound us with how much they can do, acquire and accomplish with very little resources.
What is the difference between these two types of individuals? Is it willpower, luck, vision, personality, or just plain good judgement that separates the two?
I recently read a whitepaper produced by Ted Prince of Perth Leadership titled "Wealth Creation and Personality: Identifying, Assessing and Developing Money- Makers" that indicates personality and business financial success are a lot more closely linked than we thought. The report identifies key personality types and their unique financial strengths and weaknesses. With that awareness we can support people to increase their business acumen, and help them leverage their strengths to support the business to be more effective financially.
Do I buy into this concept?
Yes, actually I do. Perhaps it’s because I'm in a brain frame of mind these days. With a mother-in-law and father recently diagnosed with cognitive issues related to aging, I am seeing the world and the brain in a whole new light.
That big mass of pinkish grey tissue influences our personality and behaviour in profound ways. Different parts of the brain influence different behaviours, capabilities and physical abilities. How much one-lobe fires over another creates dominance and how our brain does or doesn't work together influences how we interpret the world.
Neurologists, behavioural therapists and psychologists use this insight to help us understand how to better monitor, manage and influence desired behaviour patterns.
Why not leverage this same type of insight to help us position people in our businesses for improved financial results?
If you could identify the money-makers and visionaries with the strongest business acumen how would you use that information in your teams, your departments, your executive or operational leadership?
OK, this is a scary and dystopian concept, but wouldn't it be incredibly interesting to take a department, or operation center and measure the whole team, reassign roles and create supportive training based on those tests and then measure results before and after?
Perhaps, that's a little far-reaching. For now, I will just urge you all to join my flight of fancy and read this incredible whitepaper. I can guarantee it will make you think.
Word of warning reading the whitepaper may also trigger an uncontrollable desire to be assessed.
Post witten by HRmarketer / SocialEars staff member Debbie ImbodenLabels: assessments, Debbie Imboden, personality types
