A Behavioral Description Should Include:

Crafting a Comprehensive Behavioral Description: A Guide for Professionals

A behavioral description goes far beyond simply stating what someone does. It delves into how they do it, revealing the underlying motivations, thought processes, and patterns of behavior that shape their actions. This detailed account is crucial in various professional contexts, from performance reviews and talent acquisition to coaching and leadership development. A strong behavioral description is the cornerstone of understanding individual performance, predicting future behavior, and ultimately, driving positive change. This article will provide a comprehensive guide on how to craft a truly effective behavioral description, covering key elements, practical examples, and common pitfalls to avoid.

Understanding the Importance of Behavioral Descriptions

Behavioral descriptions are essential for several reasons:

Objective Assessment: Unlike subjective evaluations based on opinions, behavioral descriptions focus on observable actions and their context. This promotes a more objective and fair assessment of an individual's performance and potential.
Predictive Power: By analyzing past behavior, we can gain valuable insights into how someone is likely to react in future situations. This is particularly useful in recruitment, promotion decisions, and team building.
Targeted Development: Identifying specific behavioral patterns allows for the development of tailored training programs and coaching interventions to address weaknesses and enhance strengths.
Improved Communication: Using behavioral descriptions provides a common language for discussing performance, fostering clearer communication and reducing misunderstandings between managers and employees.
Legal Compliance: In some situations, detailed behavioral descriptions can be crucial for demonstrating compliance with legal and regulatory requirements, especially in areas like performance management and disciplinary actions.

Key Elements of a Strong Behavioral Description

A truly effective behavioral description should encompass several key elements:

Context: Setting the scene is crucial. Describe the situation, including the time, place, and relevant background information. What were the circumstances surrounding the behavior? What challenges were present? For example, "During a critical project deadline..." or "In a meeting with a difficult client..."
Behavior: This is the core of the description. Clearly and concisely describe the observable actions of the individual. Use specific, measurable verbs. Avoid vague terms like "good" or "bad." Instead, focus on concrete actions. For instance, instead of saying "John was a good team player," say "John proactively helped his team members by sharing his expertise on data analysis, resulting in a 15% improvement in project efficiency."
Impact: Explain the consequences of the behavior. What was the outcome? Did the behavior contribute positively or negatively to the situation? Quantify the impact whenever possible using metrics, numbers, or specific examples. Continuing the example above, the impact is clearly stated as "resulting in a 15% improvement in project efficiency."
Motivation: Try to infer the underlying reasons behind the behavior. What motivated the individual to act in that way? Was it driven by ambition, fear, or a desire to help others? This requires careful observation and interpretation. However, avoid making assumptions without sufficient evidence.
Frequency: How often does this behavior occur? Is it a regular pattern or an isolated incident? This is crucial for determining the significance of the behavior.

STAR Method: A Framework for Structuring Behavioral Descriptions

The STAR method provides a structured approach to creating effective behavioral descriptions:

Situation: Describe the context and the challenge.
Task: Outline the task or objective the individual was trying to achieve.
Action: Detail the specific actions the individual took.
Result: Explain the outcome of the actions and their impact.

Using the STAR method ensures a consistent and comprehensive approach, making it easier to analyze and compare behavioral descriptions across individuals.

Examples of Behavioral Descriptions

Let's illustrate with a few examples, focusing on different professional contexts:

Example 1: Problem-solving

Situation: The company's website was experiencing significant downtime, impacting sales and customer satisfaction.
Task: Identify the root cause of the downtime and restore website functionality as quickly as possible.
Action: Sarah systematically investigated the server logs, identified a critical software bug, and worked with the IT team to implement a temporary fix while a permanent solution was developed. She also proactively communicated the issue and its resolution to stakeholders.
Result: Website downtime was reduced by 80%, minimizing lost sales and improving customer satisfaction.

Example 2: Teamwork

Situation: The team was struggling to meet a tight deadline for a major project, with individual members experiencing burnout.
Task: Ensure the project is completed on time and maintain team morale.
Action: David facilitated a team meeting to identify the bottlenecks and redistribute workload, ensuring a fair distribution of tasks. He also organized team-building activities to boost morale and improve communication.
Result: The project was completed on time, and team morale improved significantly, leading to higher productivity in subsequent projects.

Example 3: Leadership

Situation: A new team member was struggling to adapt to the company culture and workflow.
Task: Help the new team member integrate successfully and become a productive member of the team.
Action: Maria provided the new team member with regular feedback and mentorship, helping them understand company expectations and providing guidance on best practices. She also actively involved the new team member in team activities to foster a sense of belonging.
Result: The new team member quickly integrated into the team, becoming a valuable contributor within three months.

Common Pitfalls to Avoid

When crafting behavioral descriptions, avoid these common mistakes:

Vague Language: Avoid using ambiguous terms. Be specific and descriptive.
Overgeneralization: Focus on specific instances of behavior rather than making sweeping generalizations.
Subjectivity: Base descriptions on observable actions, not personal opinions or assumptions.
Lack of Context: Provide sufficient background information to understand the situation.
Ignoring Impact: Always explain the consequences of the behavior.
Keyword Stuffing: Focus on creating a natural and readable description rather than stuffing it with keywords.

Expanding on Behavioral Descriptions: Adding Nuance and Depth

While the STAR method provides a strong framework, you can enrich your behavioral descriptions further by including the following:

Emotional Intelligence: Describe how the individual handled emotions – their own and others' – in the situation. Did they display empathy? Did they manage conflict effectively?
Communication Style: Analyze how the individual communicated. Was their communication clear, concise, and persuasive? Did they actively listen?
Problem-Solving Approach: Detail the steps taken to solve the problem, highlighting the individual's critical thinking and analytical skills.
Adaptability: Did the individual adapt to changing circumstances? How did they respond to unexpected challenges?
Initiative and Proactiveness: Did the individual take the initiative to go above and beyond? Did they anticipate problems and take preventative measures?

Utilizing Behavioral Descriptions for Different Purposes

Behavioral descriptions are versatile tools with applications across numerous professional settings:

Performance Reviews: Provide objective and specific feedback on employee performance, focusing on observable behaviors and their impact.
Recruitment and Selection: Use behavioral questions in interviews to assess candidates' past behavior and predict their future performance.
Training and Development: Identify areas for improvement and develop targeted training programs to enhance skills and competencies.
Coaching and Mentorship: Provide constructive feedback and guidance to help individuals develop their skills and improve their performance.
Succession Planning: Identify high-potential employees based on their demonstrated behavioral competencies.

Conclusion: The Power of Detailed Observation

Creating a truly effective behavioral description requires careful observation, critical thinking, and a commitment to objectivity. By following the guidelines outlined in this article, you can develop detailed and insightful descriptions that provide valuable insights into individual performance, predict future behavior, and contribute to a more effective and productive workplace. Remember, the power of a behavioral description lies not just in recounting what happened, but in understanding why it happened and how this understanding can inform future actions and decisions. The investment in crafting thorough behavioral descriptions pays significant dividends in improving performance, fostering growth, and driving organizational success.