Perceived Job Behaviors (PJB). Doesn’t exactly roll off the tongue, does it?

Here’s how it works. The OAD methodology is simple. The participant is asked to review a list of adjectives and simply select all those according to the instructions. The instructions are in two parts:

• Part 1: Select all the words that describe you.
• Part 2: Select all the words that describe how you MUST BEHAVE at work. (Emphasis is mine.)

In a previous post, I described how the assessment is constructed. The PJB results are presented in the same format. The analysis comes from comparing the first result with the PJB results.

At a high level, the exercise is designed to give the team leader insight into the differences between an individual’s natural traits and the behaviors they feel compelled to exhibit at work. This is where the magic happens, often during leadership training sessions or team workshops.

Insights for Team Leaders:

The comparison of these two sets of adjectives can reveal a lot about an employee’s experience at work. When there is a significant difference between the words chosen to describe oneself and those selected for work behavior, it may indicate areas of stress or dissatisfaction. For example, if someone with naturally high assertiveness feels they must behave more passively at work, this could lead to frustration and reduced engagement.

By understanding these differences, leaders can identify where employees might be stretching themselves too thin, leading to burnout, or where they might not be fully utilizing their strengths. This insight is invaluable in shaping team dynamics, improving job satisfaction, and ultimately enhancing performance.

Examples of PJB in Action:

Let’s consider a data scientist who naturally prefers structured, detail-oriented tasks (high in Detail Orientation and Patience). In their PJB results, however, they indicate they must frequently engage in fast-paced decision-making and be more assertive than they naturally are (low in Patience and high in Assertiveness).

This discrepancy could indicate that the data scientist is working in an environment that demands more rapid decision-making and assertiveness than they are comfortable with. Over time, this could lead to stress or burnout as they are constantly pushed out of their natural working style. Recognizing this, a team leader could either adjust the role to better fit the data scientist’s natural tendencies or provide additional support, such as training in decision-making under pressure or finding ways to streamline processes to reduce the need for quick, assertive decisions.

In this way, the PJB analysis not only highlights potential areas of misalignment but also offers a roadmap for making adjustments that can help the employee thrive in their role.

Practical Application:

So, how can leaders put these insights into practice? First, it’s crucial to recognize that a gap between natural traits and PJB doesn’t necessarily mean something is wrong, but it does mean that the employee might need support or adjustments to thrive.

Here are some steps leaders can take:

• Role Adjustments: If the PJB results show a significant misalignment between an employee’s natural traits and their perceived job behaviors, consider if a role adjustment might help them work more comfortably and effectively.
• Coaching: Use the PJB insights as a basis for coaching conversations. Discuss with the employee how they feel about the differences and what might help bridge the gap.
• Team Reorganization: Sometimes, insights from multiple PJB assessments might indicate the need for broader team changes, such as shifting responsibilities or roles to better align with each individual’s strengths.

The Value of OAD:

The real power of the OAD assessment lies not just in understanding personality traits but in its ability to make actionable changes that improve alignment between employees and their roles. When employees can bring more of their natural selves to work, they are likely to be more satisfied, engaged, and productive. This alignment benefits both the individual and the organization, creating a more harmonious and effective workplace.