Using a Model of Excellence

A Model of Excellence answers the following question: “What is the difference between a top performer and a low performer?” Such a model can be used to recruit the right person for the job, to train or coach them to be more like the model, and to manage them in such a way that one maximizes the chance on retention. Here are some in-depth looks at how a jobEQ Model of Excellence can help an organization.

Recruiting
The application of a model for recruiting consists in first writing the job advertisement so that it is congruent with attitude, values and competencies as found for the model and secondly testing whether the candidate corresponds to the model. A good advertisement will decrease the number of “low potential” candidates and increase the number of “high potential” candidates. A good selection will allow ranking the candidates based on their fit with the model (from “best fit” to “worst fit”). As a result, the company ends up with a better funnel though which it can approach the job market.

Indeed, one of the common challenges when applying testing for recruiting in Anglo-Saxon countries is that one has to prove the relevance of the testing towards the job and prove that these tests do not discriminate against minorities. jobEQ's tools solve these issues by objectively testing Emotional Intelligence only within the workplace context.

Training & Coaching
By comparing a person with a model, we know which are the areas of development in order to obtain a high performer. To some degree training may help to close the gaps. Using training, we can pass on knowledge needed to develop competencies, but also knowledge to help a person cope with all sides of one’s personality, thus tackling the attitude gap. Finally, training can be used to help the person appreciate the company values or the values important for the job. Once we know that the person has the necessary knowledge, coaching will help to ensure that the person uses the right attitude, values and competencies when actually doing the job.

Management
Last but not least, for optimal performance and maximal retention, the management style used for a category of workers should be compatible with the attitude, values and competencies indicated by the Model of Excellence. For instance, if the model indicates that one needs to have independent workers who value difference, its only demotivating to install a management system that obliges the workers to collaborate closely and to rigorously follow the same procedure over and over again. Management that is incompatible will not only undermine job performance, but will also lead to high staff turnover rates, since persons will be leaving sooner than their “natural clock” indicates.

Organizational Culture
Strongly related to this, jobEQ's tools can help to model the organizational culture. Read more about this topic.

 
Where to go Next?
Learn how jobEQ builds a model of excellence; learn more about jobEQ tools by visiting the product pages (iWAM, COMET, and VSQ) or Join jobEQ to bring Models of Excellence to your organization.

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Results
Browse our case studies to learn how we have helped other organizations with similar needs to yours!

The Integral Perspectives Group is an Amazon.com associate since 1998
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7 Steps to Emotional Intelligence, Patrick E. Merlevede, Denis Bridoux et al.
7 Steps to Emotional Intelligence
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Words that Change Minds, Shelle Rose Charvet
Mastering Mentoring and Coaching with Emotional Intelligence
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last modified: 2015/Dec/09 12:50 CET