Industry coaching veteran Rich Campe of ProAdvisorCoach details the three dimensions of understanding needed to leverage change in motivating employees toward peak performance.
In the business place, when it comes to improving employee performance, it’s not enough to know “what?” and “how?” It’s more important to know, “why?” And knowing “why?” is as simple as 1,2,3... dimensions that is.
We are constantly making choices in our lives—choices based on the things we value. From your spouse to your house, from your car to your cat, these choices are often different between us, and are usually made based on a spectrum of factors that may or may not be readily apparent to us. You might say, that as individuals, we are “full of values.”
The world, on the other hand, is “full of facts” which become the foundation for our values. There would be no value if not for this real, tangible, factual world.
At first, this assigning of values may sound very arbitrary and individual, but quite to the contrary, there is an ordering system of how we make these facts meaningful and it’s called “axiology.”
In the 1940s, philosopher and Nobel Prize Nominee Dr. Robert Hartman discovered the existence of a value intelligence which provides the foundation for formal axiology. We’re all born with it and it operates through all living contexts, regardless of culture, race, age or genders. More importantly, this value intelligence affects how we act, via the following cause/effect relationships:
- thinking drives decision-making
- decision-making drives behavior/action
- behavior/action drives habits
- habits drive success or failure
You can see, then, that it’s our value intelligence that is constantly choosing our next action, because all of our actions are a direct result of our thinking, which happens in three different value dimensions: intrinsic, extrinsic and systemic.
Understanding a person completely means understanding all three dimensions and their relationship with one another. That’s where the true power lies, and it’s a power that, when used in the corporate environment, can be used for:
- discovering the strengths and potential weaknesses of associates and potential employees
- identifying areas where additional training may be needed
- building work teams and groups
- measuring group morale and spirit
- determining suitability for promotions and job reallocations
- retaining existing employees and hiring people who are likely to stay in their jobs, thus cutting down significantly on replacement and training costs
- preventing accidents
THE FIRST DIMENSION: Intrinsic Value
Consider the pieces on a chess board. Each has a unique sense of movement. The pawns move only forward one space at a time, or attack at a 45° angle; the knights (the horses) move three spaces in a pattern like the capital letter “L”; the queen moves an unlimited number of spaces in any direction; and so on.
Each piece has an intrinsic value, in and of itself. Regardless of where it may move on the board, or what other pieces are on the board at any given time, each piece retains this intrinsic identity.
The first of the three value dimensions is “intrinsic value.” This dimension focuses on personal and internal sources of value and measures out capacity for excellence in relational judgement. It is subjective, we experience it directly and we access it by “listening to our hearts.” It is a measure of. This includes things like:
- Importance of relationships and connection with others
- Individuality and self-worth
- Personal growth and fulfillment
People who score high on this dimension tend to be motivated by internal factors like creativity, curiosity, and a desire for deep connections. They value experiences and growth over external rewards or achievements.
THE SECOND DIMENSION: Extrinsic Value
Again, let’s look back at the chess board and consider the King. His intrinsic value lies in moving one space at a time in any direction. His extrinsic value , on the other hand, lies in being the most crucial member of the team. After all, if the King is lost in battle, the game is over. If you were to lose only a pawn, the game would go on.
The second of the three value dimensions is “extrinsic value.” It focuses on external sources of value and recognition, reflects our economic and social understanding, and measures our capacity for excellence in tasks, projects and processes.
Extrinsic intelligence comes to us through action and experience. Experience helps us determine goodness in people, places and things, on either a macro (the whole person, place or thing) or micro (parts of the person, place or thing) level. This includes things like:
- Status, power, and achievement
- Financial security and material possessions
- Competition and external validation
People who score high on this dimension tend to be motivated by external factors like rewards, recognition, and advancement. They find value in attaining goals, achieving success as measured by others, and accumulating external symbols of accomplishment.
THE THIRD DIMENSION: Systemic Value
One more time, let's look at the chess board. This time, consider the two teams, how they interact with one another, the rules of the game, etc.
The third value dimensions is “systemic value.” It reflects the ability to perceive structures, systems of order, rules of engagement, etc. It measures capacity for strategic vision, long-range planning, implications and consequences.
This value intelligence is accessed through analysis or judgement of relationships. Then after action and experience, what turns out to be most effective becomes a rule.
Living in "3D"
A 19th-century poet wrote, “No man is an island.” This is especially true of value intelligence (remember, that’s what guides our decision-making day-to -day.) If man were an island, we would only ever to look at intrinsic value intelligence.
The truth is, all three of those dimensions lives together in our common life world, and our relationship to those three dimensions ebbs and flows through the day, all three guiding our decision-making.
Ultimately, to successful coaching strategies in the work place, it is crucial that the evaluation of each employee takes place in three dimensions (intrinsic, extrinsic and systemic.) Only then can you measure and leverage an employee’s capacity in relationship to 1) themselves, 2) their co-workers, and 3) the rules and relationships in the workplace.
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Dive a Little Deeper into the MindScan™ Assessment!
We invite you to dive a little deeper into the power of the MindScan™ Assessment by reading the following recent posts:
- Beyond the Blind Spot: The MindScan Journey of ProAdvisorCoach Founder Rich Campe
- Know Thyself... with Math to Measure Thinking!
- From Blindness to Brilliance: A MindScan Profile
Rich Campe is the Founder/CEO of ProAdvisorCoach. He has been advising, consulting & coaching for 33 years. He is certified in Neuro Associative Conditioning, Nobel Prize Nominated Dr. Hartman’s MindScan™ and Gamification with ProAdvisorDrivers. In the past three decades, he has worked with over ten thousand individuals and over two thousand corporations and businesses including RedHat, Bank of America, Wells Fargo, Equitable, Berkshire Hathaway, Keller Williams, Re/max, Northwestern Mutual, Novant Health and many more. Rich combines a high level of expertise from extensive training and experience with a very engaging and interactive style.
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