Behavioral Suitability 

When you look at how effective one is in any job, role or task, you should ask two primary questions: 

1. Can they do it? Do they have the skills, knowledge and experience to do it right and well? 

2. Will they do it? Or we prefer, Will they consistently do what it takes to be a high performer at it?   

They are really two different things. The first is typically called eligibility and the second suitability. 

We've explained the bulk of what you need to know about eligibility above.  Suitability on the other hand has to do with the arenas of soft skills, emotional intelligence, natural tendencies, aversions and passions.  We like to call it Behavioral Suitability as it underlies and predicts your behaviors day to day. 

For years now, we've used the Performance wheel to illustrate what to look at to understand how someone will perform.  

So on the left are the Eligibility issues which are typically those things that go on a resume.  Do they have the skills and experience and knowledge to do the job. On the right, are the suitability attributes: Will they do what it takes consistently to be a high performer? As you can see, these include the full scope of EI issues as well as other factors such as motivations… Both of these cross-over simultaneously to social capital and human capital areas.  

Suitability is largely measurable. It's actually more directly measurable than eligibility and easier to benchmark against others in many cases.  The majority of our programs heavily use these metrics for the following 

• To improve self-awareness and self-effectiveness 

• To improve Collaborative effectiveness 

• To improve people/ talent decisions including succession planning, talent acquisition strategy and development plans.