Self-Assessment

Our approach involves your own self-assessment of who you are by reviewing and reflecting upon these Individual Behavioral Characteristics - we have listed 15 for each Performance Avenue - and applying them to yourself in your workplace. Think and feel about how you like to perform, observe your own behavior in your work environment through this lens, and conclude whether you are primarily a Leader, a Learner, an Innovator, a Manager or a Promoter. Also consider the positive emotions you most often display in Emotional Avenues, Feeling How You Work at the end of this section. Be open and honest with yourself to get to the right answer for you - there is no avenue better than any other. All types of people with their unique God-given gifts and talents are needed on any team. For example, if you like to take charge, you are probably a Leader. If you are always asking "What if?", you are probably an Innovator. But keep in mind too that we all have strengths on all five avenues, it's just a matter of degree.

While we can learn, change and grow as individuals, the weight of psychological and neural science clearly demonstrates that we have certain innate and distinct traits and abilities. The more we know what they are, the more we can use them productively. We also need to accept who we are, and not try to be somebody else. Do what we are best at and do it well and success will happen.

This self-assessment process is the first step for you to decide your most productive career and best job fit. It will also help you to evaluate and relate to others at work. For example, as a Leader, you may think that everybody else is a Leader too. But then through the Performance Avenues process, you realize that one particular co-worker is a Learner and then understand and relate to him or her much more insightfully and comfortably.


Performance Avenues

Individual Behavioral Characteristics


Leader


Missionary - Defines and focuses on purpose and mission.
Visionary - Adapts to the future by anticipating, defining, and processing change.
Strategy - Develops effective winning strategies to stay on the cutting edge.
Director - Shapes the agenda, allocates attention, and directs the conversation.
Globalizer - Puts everything in the context of its relationship to the big picture.
Charger - Takes charge of an issue, situation, or team and inspires others to follow them.
Integrator - Promotes synergy where all stakeholders have a clear opportunity to contribute.
Growth - Seeks and selects growth opportunities.
Generator - Instills a generative culture where innovation emerges from everybody at all levels.
Humility - Maintains humility, respect, and an appropriate subordination of their own agenda.
Listener - Pays close attention to ideas, advice, and counsel from others.
Builder - Defines the problem and builds a consensus around effective solutions.
Mentor - Develops people for them to employ their talents to the greatest extent.
Socializer - Maintains good social skills including friendliness and likeability.
Happiness - Fosters an environment of fun and happiness.

Learner


Wisdom - Adds a strong wisdom component to the culture especially in decisions-making.
Ethics - Studies and recommends the elements of a moral compass.
Benchmarking - Discovers the best practices in one's field or industry.
Historian - Seeks knowledge and understanding of the relevant past.
Researcher - Fosters a climate of research for better operations, products, and services.
Preparer - Always prepares well.
Observer - Keenly observes people, things, and events.
Mistakes - Learns from mistakes.
Comparer - Learns from their competition, clients, and customers.
Curiosity - Asks for more information, looks deeply into matters, and wonders about things.
Trainer - Seeks to educate and train and otherwise advance professional development.
Styles - Understands the work styles of their associates.
Examiner - Carefully examines tests and reports and investigates situations.
Alternatives - Leaves absolutely no stone unturned.
Strengths - Knows their own strengths and weaknesses.

Innovator


Freedom - Seeks to be free to do their own thing.
Opportunities - Looks for new opportunities to innovate.
Experimenter - Employs the trial and error method without the fear of failure.
Inventor - Targets needed improvements and figures out how to get them done.
Creator - Creates something new and different with practical applications.
Change - Sees change as an opportunity.
Ideas - Keeps a mental and/or written list of bright ideas to be used someday.
Multitasking - Energized by doing more than one thing at a time.
Chaos - Engages matters without concern for their current state of clarity or order.
Improviser - Figures out how to get things done with what is currently available.
Brainstorming - Cannot wait to contribute to the next brainstorming session.
Imagining - Imagines well and has a thoughtful picture in mind of what something could be.
Discontent - Is constructively discontent and constantly asks, "what if?"
Risk - Takes measured risks.
Friction - Uses healthy friction as part of the innovation process.

Manager


Goals - Sets goals and objectives.
Planning - Prepares sort- and long-term plans and updates them.
Simplicity - Keeps everything as simple and straightforward as possible.
Priorities - Pays attention to what is most important and puts first things first.
Efficiency - Focuses on efficiency and cost controls.
Measures - Measures performance of human, intellectual, and financial capital.
Scheduling - Prepares schedules and keeps on schedule without procrastinating.
Systems - Devises logical systems for production, delivery, records, accounting, etc.
Solver - Analyzes and solves problems.
Decision-maker - Makes sound practical decisions.
Control - Maintains control over people and processes.
Reality - Is not afraid to face the facts including mistakes.
Transparency - Operates openly and communicates directly.
Placement - Puts the right people the right job.
Delegation - Delegates work to subordinates with clarity.

Promoter


Perception - Understands the importance of how presentations are perceived.
Needs/Wants - Considers what people need and want.
Persuader - Persuades people to do or believe in something.
Approaches - Uses varied influential approaches with effective sales tools.
Appreciation - Shows genuine appreciation to others.
Pizzazz - Expresses vividly with stories and pizzazz.
Language - Understands the power of language including speaking, writing, and body language.
Communicator - Formulates the message and communicates it clearly, concisely, and firmly.
Messenger - Understands that the messenger is a big part of the message.
Impressions - Makes strong, friendly, and lasting impressions.
Lemonade - Can turn lemons into lemonade.
Diplomat - Acts courteously and diplomatically in all interactions.
Differentiation - Points out distinct uses, qualities, and advantages of their products and services.
Closer - Creates a sense of urgency, seeks commitments, and gets to "yes."
Persistence - Persists in light of ineffective sales programs.


Emotional Avenues, Feeling How We Work

Assessments and descriptions of work traits and types have traditionally centered much more on thinking than feeling. And yet feeling drives our reasoning and behavior more or less as much as thinking and more so in quick decision-making. So we need to think and feel about our emotions in order to get the right handle on our reasoning and behavior at work and in the rest of our lives. We can't just think though a problem, we have to feel through it as well. For example, the Manager, above all else, needs to be firmly in touch with reality - and his or her level of "authenticity." The Promoter needs to understand his or her level of how well they "appeal" to others. Each Performance Avenue below has five "Emotional Avenues" that underlie and relate to it. See how well these emotions align with you. Be aware of your emotions at work and how they drive your behavior and decision-making.



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