Once Hugh was able to predict the behavioral flip of his employees and clients, the overall objective became bigger. To build a system that would holistically uncover all dimensions of employee and client personality, nearly 20-years later, this is referred to as behavioral science. It was important that the system first uncovers natural instinctive behavior which would reliably predict their work-place talents, long-term pattern of decision-making and would be their “go-to” style under pressure. Further, the assessment of behavior needed to be broad and deep enough to uncover a wide range of personality factors which would identify how individuals operate in the work-place, lead others, make decisions (including their inherent biases), collaborate, give advice, interact and build relationships, achieve results, handle information, manage budgets, develop trust, set and achieve goals, take and live with risks and learning styles.

In finalizing our approach in April 2001, the DNA team conducted extensive research on which psychometric assessment model would be the most dependable in terms of predicting deep-rooted personal behavioral traits. Our research concluded that the use of a Forced-Choice (“Ipsative”) Assessment Format would produce the best results for discovering long-term, non-situational Natural Behaviors and a separately used Likert Scale Format would produce the best results for discovering more situational, short term Learned Behaviors. All other “HR Tech” solutions available in the market (back in 2001 and even today) use a Traditional Likert-type Scoring Model (Self-scoring in ranges of 1 to 5 or 1 to 7 as to how a particular situation would apply or use a True/False approach).

If you would like to learn more about the meaningful contributions of the behavioral science behind Business DNA, please contact us.