How often do we see problems arise because a manager promotes someone into a role that simply does not match the individual’s behavioural style? This example, shared by one of our Australian resellers, illustrates how easily these issues can occur and how costly they can become.
A medium-sized company was experiencing motivational and performance issues with one of its area managers, a senior executive we will call John. The Managing Director reached out for help.
John had been with the organisation since graduating with a commerce degree. He completed his accountancy qualifications soon after joining the firm and quickly established himself as a diligent and efficient operator. His strong performance led to a promotion from an accounting role to head office manager three years earlier.
In that role, John excelled. His management style focused on guiding and supporting his office team, whose work mainly involved repetitive routines and the accurate following of set procedures. John’s systematic planning was highly valued, and his reports were consistently precise, practical, and helpful. His colleagues liked and respected him.
John’s reports were regularly presented to the board during monthly directors’ meetings, and he was often invited to attend. His ability to identify performance issues across departments impressed the directors. They began to consider him a promising candidate for solving operational challenges.
His opportunity arrived when an area manager resigned from a troubled region. Because John had shown strong insight into organisational issues and the potential to anticipate challenges, the directors offered him the role.
The promotion came with a significant salary increase, so John accepted and relocated with his young family to another state, several hundred miles from head office. Unfortunately, his wife and children were not keen on the move, and the change began to place pressure on him.
That pressure escalated quickly.
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A Role Misaligned With Behavioural Style
John’s new position required him to work with difficult employees and address long-standing performance problems. Believing he needed to adopt a more forceful style to be effective, he tried to become demanding, blunt, and at times even aggressive. This approach was not natural for him, and the strain was beginning to show.
Compounding the problem, John was failing to reach his performance targets, some of which he had helped set. The staff saw him as an outsider from head office and resisted his direction.
The Managing Director brought in our consultant to identify the cause. After speaking with John, the consultant immediately suspected the issue and asked him to complete an online Behavioural Assessment.
John’s Profiles, shown opposite, revealed the real problem to anyone familiar with Extended DISC Behavioural Assessments.
The Flexibility Zones from John’s report are aslo shown opposite.
The truth was clear. John should never have been placed in the area manager role. His natural behavioural style was not suited to the job’s demands. His elevated Profile II indicated he was under significant pressure. Although people can adjust their behaviour temporarily, the cost of doing so can be extremely high.
John was returning home late each night feeling exhausted, stressed, and confused. The strain was affecting his family, and he was losing confidence. He had begun questioning what he was doing wrong.
The Outcome
When John received his Personal Analysis Report, everything made sense to him. The assessment confirmed what he already felt but could not articulate. He was simply not suited to the role.
He resigned shortly afterward.
The organisation lost a highly capable, efficient, and loyal employee who had been outstanding in his previous position. He should never have been promoted into a role that demanded a strong, uncompromising, and inflexible approach that did not align with his behavioural strengths.
And the cost to the organisation? No one wants to talk about that..
Want to Prevent Costly HR Mistakes?
Use Extended DISC® Behavioural Assessments to ensure every promotion and appointment aligns with natural strengths and long-term performance.
