Will it not be great to know how people think and make decisions? Does it sound like science fiction? How many times have you looked at somebody and thought to yourself, “what was his/her thinking, what made them decide to do what they did”
Further to our thinking patterns, it is also important that we get on the right bus in the right seat. How clearly do we see our own abilities and limitations? Strong abilities (attributes) in a specific area may be a serious limitation when applied incorrectly. Let us look at an example: When a pastry shop looks for a new chef, do they advertise and appoint the best griller in the world? Surely not. Will you ask a weight lifter in the Olympics to take part in the 100 m sprint? Surely not. So why do you do it in your company? The answer is simple: It is hard to determine who is the weight lifter and who is the meat griller in your organisation.
This is exactly how Prof Hartman started his journey in the late ‘50s to develop the Axiology profile. Driven by the thought that it must be possible to measure how the human brain thinks and make decisions he developed a profiling tool for which he was nominated for the Nobel price.
In addition to the above, over 50 years of scientific research has revealed that there are three distinct styles of decision-making. Each of us can make decisions in three ways, but we tend to develop a preference for one more than the others. This preference comes as a subconscious force, affecting the decisions we make on a daily basis and shaping how we perceive the world around us and ourselves.
They are:
The personal style: People with a preference for this style of making decisions tend to see the world from a personal point of view.
The practical style: People with a preference for this style of making decisions tend to see things in a very practical, no nonsense, real world, task orientated manner.
The analytical style: People with a preference for this style of making decisions tend to see the world from a theoretical perspective, more in an abstract way than a concrete one.Knowing the different thinking styles is critical to the success of your team.
Are you and your staff on the right bus and in the right seat? Who are you going to put on the open seat? It can be a disaster if you put the driver in the back row or even worse the passenger in the driver seat.
Modern day times call for effective tools. Please contact us for more detail.