Performance and Behaviour work together to develop Stellar Role Models.

As employees advance in their careers, the combination of both their performance and
behaviour will have a significant impact where they end up.

A technically skilled employee/teammate without proper behavioural skills and awareness
can be just as damaging to a team as a highly mature employee/teammate with no technical
skills at all!  The key to success in a business environment is to possess strong technical skills
and achieve a level of behavioural intelligence to become a trusted and respected member of
the team.  When a technically skilled individual learns to put ego aside, help others who are
struggling (rather than throw them under the bus), and ultimately teach others to do their
job… they will achieve success within their organization.

When developing employees using the Performance Behaviour Model it is important to be
honest in your assessment of their current Performance and Behaviour skills separately.

Performance Behaviour Model: Performance vs Behaviour.


As employees advance their behaviour modification skills (from the bottom to the top of the chart), they become much easier to work with. As they advance through the stages of performance (from the left to the right of the chart), they are more likely to be viewed as an expert in their field. In order to become that invaluable and irreplaceable stellar role model, you must have highly advanced skills in both categories.

It is important to understand that moving employees through the Performance Behaviour Matrix takes time and is a step by step process.  Set SMART Goals and follow up regularly to ensure each step is successfully completed before the next step begins. See below for a progression for a new employee at their first job who has been assessed as a P1B1.

Navigating Performance: Performance skills can be gained in a variety of ways, including: Education courses, Company onboarding, On the job training, Executive Coaching, etc.  Depending on the job title and job responsibilities companies may choose to use one or all of these options.


Why Behaviour Matters: Behaviour plays a key role when it comes to promotions and career longevity, but it is rarely taught in School/University or when entering the job market.  Companies desire and expect maturity, but many students joining the workforce don’t have the resources available to quickly gain the insights necessary to display maturity in the workplace. Some people who have been in the workforce for a number of years still struggle with adopting behavioural skills that match various situations. 

Navigating Behaviour: Behaviour is often forgotten in a company’s onboarding and training process. DISCflex Assessments help employees quickly move through B1 and B2 and start to focus on setting their ego aside and take others into consideration (B3). DISCflex teaches the user about their own style of communication and how it can affect others opinions about them (B1). Users will also be able to invite others to take a 3rd Party Assessment about their behaviours to find out how others perceive them (B2). Using the self perception hand in hand with the 3rd party assessment results a user can get a better understanding of where they are today vs where they want to be tomorrow.

For more information and resources for moving employees through the Performance Behaviour Model or for a copy of the Performance Indexing Chart and Behaviour Indexing chart please contact me here.

Article by Michael Laing Distributor for Assess to Succeed  Thanks also to Alex Fryer of Indaba Global for the original input into this article. Performance Behaviour Matrix and DISCflex™ are products of Indaba Global Coaching.