An obstacle to collaboration is trust
Collaboration is often informal and/or infrequent, which can mean we may not always have an established working framework with our collaborators.
Collaboration also happens across organizational boundaries, and thus we can run into conflicting agendas.
To avoid turf battles, we can be overly accommodating, getting along for the sake of the collaboration, and appeasing the first words out of someone's mouth. This watered-down work may keep the peace but it certainly isn't our best work.
As a result, people often dread collaboration and lament the wasted time & effort. It's often more fulfilling to stay in your lane and keep your head down on your work. Or at least collaborate only with others you know well. That's a less risky approach.
But it isn't the only option...
Collaboration is good, but it requires a lot of time and energy to get to know someone. However, when you can see each other's intellectual diversity, you can use it to quickly build bridges between each other and the work. This is another reason why we are so excited about these neuroscience breakthroughs. You can get into position and stay focused on your traits. You don't have to fake it. You can just be you.
Remote working is also changing the workplace
Face-to-face time is important to get to know someone and create enough trust for collaboration. With the increase of remote working, that facetime isn't an option. Scanning intellectual diversity is an approach we find even more applicable when collaborating remotely.
OND's Intellect Scan technology measures 13 cognitive, motivational, and behavioral traits
Disruptive Technology
When Google launched two decades ago, it looked like magic. But it worked and their search technology disrupted the way we look for information (and became a verb).
Uber made taxis look archaic a decade ago. Their smartphone technology disrupted the way we hired a ride (and became a verb).
Today, OND's Intellect Scan disrupts the way we collaborate because of neuroscience breakthroughs.
Leveraging the Technology
Options to integrate OND's scanning technology
Self-Service
Take the scan and apply it organically as you collaborate
Coaching
Support the collaboration with a coach
Common Applications
Customize your application of OND's scanning technology
For each Individual
Your Position
Discover the natural position you gravitate to when collaborating professionally with others
Intellectual Diversity
Understanding your traits, how they focus your work, and where they introduce biases
Positional Influence
A performance-based view into your influence with others when collaborating
Positional Narrative
A strengths-based view into how you uniquely play your natural position
Common Types of Collaboration
Executives & Assistants
Executive Assistants are more than admins. They are critical team members.
Direct Reports
Collaborate up & down the org chart to stay in sync as work is distributed
Across Departments
These collaborations have less formal structure and turf battles can incorrectly be blamed for lack of alignment
External Relationships
The Gig Economy often creates frequent collaborations with strategic vendors and consultants
What about people who feel awkward about this stuff?
This is something we've struggled with over the years. Do we really need assessments to get to know people and work together? Of course not.
Every technology advancement creates pushback. Two generations ago, companies clinged to their mainframe computers as PC's decentralized computing. One generation ago, the Internet was known as the World Wide Web and seemed one part scary and one part overwhelming. Today, parents wrestle with their children's use of smartphones and gaming consoles to stay connected to their friends. Technology changes faster than we do.
As neuroscience shows us the relational power of the human brain, technology will help us in ways that we cannot even imagine. This technology has already shown how we misjudged the people closest to us. We've already experienced how scanning accelerates one-one-one collaboration, how scanning changes the way teams go through the forming-storming-norming-performing stages, and how scanning helps people navigate a messy dating world to form new relationships with deeper roots. In every instance, the benefits stemmed from better understanding each other.
What if we already have used something else?
Psychometric tools are popular, with DISC being the most common today. DISC is a behavioral personality model, and you can read more about it here. The majority of these first generation assessments are measuring behaviors and have a mixed track record.
Our multi-dimensional scan measures the logical and emotional dimensions and aligns with the latest neuroscience breakthroughs on human intellect. OND's technology was built in 2003 for organizations to gain a competitive advantage in a team-based work environment. And it has spread because neuroscience has caused us to rethink many other aspects of our lives.
Getting into Position
DISC describes four personality styles.
Our scan enables people to get into the natural position that fulfills them.
Eliminating Assumptions
DISC is a behavioral assessment created in 1941 that measures 4 traits to describe an individual's behavior pattern.
We measure 13 cognitive, motivational, and behavioral traits. Neuroscience is revealing how the mind's thinking and emotions shape an individual's behavior. It helps you see why an individual behaves the way they do.
Taking Perspective
DISC describes four communication styles.
Our scan reveals the lens through which an individual communicates. This enables us to hear an individual's perspective and recognize where we talk past one another.
Increasing Influence
DISC predicts potential behavioral conflicts.
Our scan enables us to explore where we can increase our influence and gain the benefit of the doubt with collaborators. This is based on a individual's natural position.
Business Results
Computer-generated profiles offer generalities about people.
Our technology creates alignment between collaborators and the work they are doing. We accomplish this with a side-by-side view highlighting common ground, intellectual diversity, and collaboration strategies based on the type of collaboration.