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Stop focusing on finding Strengths, work on the Weakest link…

Why don’t companies use the understanding of human weakness to build human capital capacity?

There are a lot of companies right now that are using strength and personality types to help with productivity. Why not use the understanding of people’s weaknesses and develop those?

Today, there are a plethora of human personality profile testing systems and platforms aimed to help companies become more productive and to help them collaborate better. 

The question is why are we avoiding all the human weaknesses while only looking at all the human strengths. And more importantly, why are we thinking that in the instance that the individual is self-reflecting on their own capabilities,  traits, and personality ticks that these are going to be relevant to all types of environments, situations, and interactions.

The reality is people do things and act differently in all types of situations.

And these personality profiles which some of the most well-known companies are offering in reality there is very little scientific evidence that these kinds of personality profile types are actually consistent and provide anything else other than mild entertainment and passing curiosity to the types of behaviors that humans actually possess.

If we take a look at some of these systems whether it’s Myers-Briggs type indicator, the DiSC system, the Enneagram theory,  the insights Discovery, the VIA character scale, or  the Hogan Development Survey all of these personality profiles along with huge fees,  hours of training, and even more time wasted on analysis are all focused on human positive psychology. The hope is that by calling someone a ‘Pioneer’ an ‘Equalizer’, an ‘Achiever’ or maybe they are ‘Earth Green’ or ‘Cool Blue’ with a ‘Courage-Justice’ temperance or ‘Transcendence’ quality of appreciation of beauty and bravery that somehow these soft warm and fuzzy terms are actually going to express themselves in all types of situations among all types of personality traits and across all types of tasks and demands within the work setting.

Are you really going to hire and test for an introverted sensing Connector with Pioneer tendencies to do a spreadsheet over an Equalizer extroverted judging that is high in Dominance

What if there was a system that instead of looking at personality classifications borrowed from eastern philosophy, Jungian psychology, or early 20th century psychological profiles, what if you used a science focused on human frailty, human weakness, human dysfunction? 

 A system that looks at your human measurable intellectual capacity your interests, your values, your belief systems, and then took a look at your goals and broke them down into long-term moon shots,  medium term missions,  and near term stretches and combine them in a system that could be quantitatively measured. And then seeing whether or not there is congruency, linearity, and synthesis between the individual needs and the organizational needs. So that the objectives of the enterprise are in line with the objectives of the individual.

This system exists and Human Complex Systems have been utilizing it to help individuals find clarity for themselves with alignment with their organizations. These aren’t in-depth long drawn out consulting engagements. 

This is a series of 7 modules that take the individual, the teams, and the organization, to get every single one from the lowest level employee to the chief executives putting them on the exact same page. All seeing the goals and objectives and understanding that they all are participants in their own work that helps support the overall goals of the organization.

Now instead of just hoping that you can find an equalizer or a pioneer or some intuitive thinker that could be also a connector that somehow would work with that pioneer that is hopefully an influencing high level number 8 challenger is absurd at best and it’s a fun parlor game of interesting provocative terms and meetings that ultimately do little. Yet it will increase the sense of the organization trying to understand itself in probably the most expensive and ineffective way possible.

Therefore if you’re looking to analyze the strength of your teams,  of your employees, or of your executive management we recommend you focus not on their strengths but you focus on their weaknesses. You focus on their frailties. You focus on their impulsivity and you focus on where the gaps are in their needs, in their dreams,  in their inability to understand what exactly they provide in terms of value to the organization. 

The key is to focus where the organization finds value in what they do personally. If you really want to figure out how to create high performing work productivity then asking someone to focus on their strengths will simply get them to continue doing what they’ve been doing because we are by default, as all humans reliant on our strengths. 

Where growth comes is our focus on our weakness and our inability the see our weaknesses not only in ourselves but to really see it in others . That’s why Human Complex Systems focuses so much attention not on functional behavior but on dysfunctional behavior. Because if you’re going to grow if you’re going to improve if you’re going to achieve the goals aspirations and objectives that you have laid out for your business or for yourself you have to do that by focusing on the very thing that makes you human. The weakness inside us all. 

Let’s start and have a real conversation about collaboration and productivity. 

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