BALANCE AT WORK BLOG

Paradox and the one little word you can’t ignore

accountability
Print Friendly, PDF & Email

A client in Western Australia recently called regarding a profile we had just provided for a candidate.  When shown the report, the candidate had questioned its validity because some of the traits listed appeared to be contradictory.

We notice contradictions because we are conditioned to thinking in terms of opposites:  good and evil, right and wrong, black and white.  The reaction to Tiger Woods in recent months is an example of this at work.  Our conditioning leads us to want an explanation of how, for instance, someone so brilliant and talented (at golf) could be so stupid.

The elusive ‘and’

A more realistic approach is to view individual characteristics in terms of complementarity rather than contrast.

Let’s explore what the paradox means in the real world

When you look at the people you already know well, are they always one thing or the other?  Or are they more complex, able to show a range of behaviours in different situations?

What about yourself?  Have you ever been told that you are, for example, an introvert when you know you can also be an extrovert?  Was there any value to you in being labelled this way?

You are an infinitely complex being.  We all are!  Imagine how boring and predictable life would be otherwise.

The power of paradox

So what was going on with our candidate mentioned above?  Why did his profile show he possessed some traits that we expect to be opposites of each other?

One of the unique strengths of Harrison Assessments is that, unlike other tools, it takes the apparent paradoxes in our makeup and uses them to predict behaviour.

Most behavioural assessments fail to provide this insight because they rely on a traditional bipolar approach of measurement, which assumes an either/or relationship between traits by placing two related positive qualities on either end of a scale.

Communication, for example, typically looks at Diplomatic and Frank as traits. By placing Diplomatic and Frank on either end of the same scale, the bipolar approach assumes that the more Diplomatic you are, the less Frank you are and vice versa.

This assumption is false.

paradox-technology2paradox-technology1

Paradox: You can be both Frank and Diplomatic or neither

When you want insights into employee behaviour, will measuring communication in one dimension give you all the information you need?

What is important is not whether a person is Frank or Diplomatic, but the extent of their frankness and diplomacy to understand how these traits compliment each other.

 paradox-technology-communicators paradox-technology-blunt-evansive

To learn more about Paradox technology, click here or give us a call.

Share Button

2 thoughts on “Paradox and the one little word you can’t ignore

  1. Pingback: Is the Harrison Assessment like Myers-Briggs? | Balance At Work Blog

  2. Pingback: A lesson in valuing intuition | Balanceatwork Blog

Leave a Reply

Your email address will not be published. Required fields are marked *

"The last couple of years at batyr has seen incredible growth and the Balance at Work team has supported us along the way. They have helped us improve leadership skills across the team by helping us source and manage mentors, and even engaging as mentors themselves. As a young and fresh CEO Susan has also supported me personally with genuine feedback and fearless advice to achieve great things. "
By Sam Refshauge, CEO, batyr
"We used the Harrison Assessment tools followed by a debrief with Susan, for career development with staff, which then allowed us to work with Susan to create a customised 360 degree review process. Susan has a wealth of knowledge and is able to offer suggestions and solutions for our company. She is always ready to get involved and takes the time to show her clients the capability of Harrison Assessments. "
By Jessica Hill, Head of People and Culture, Choice
"Balance at Work are the ideal external partners for us as they completely get what we are trying achieve in the People and Culture space. Their flexibility and responsiveness to our needs has seen the entire 360 approach being a complete success. The online tool and the follow up coaching sessions have been game changers for our business. The buzz in the organisation is outstanding. Love it! Thanks again for being such a great support crew on this key project."
By Chris Bulmer, National GM Learning and Development, ISS Australia
"We use Harrison Assessments with our clients to support their recruitment processes. We especially value the comprehensive customisable features that allow us to ensure the best possible fit within a company, team and position. Balance at Work is always one phone call away. We appreciate their valuable input and their coaching solutions have also given great support to our clients."
By Benoit Ribe, HR Solutions Manager, Polyglot Group
"The leadership team at Insurance Advisernet engaged Susan from Balance at Work to run our leadership development survey and learning sessions. Susan was very professional in delivering the team and individual strengths and opportunities for growth. Susan's approach was very "non corporate" in style which was refreshing to see. I can't recommend Balance at Work more highly to lead, employee and team development sessions."
By Shaun Stanfield, Managing Director, Insurance Advisernet

SUBSCRIBE