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How is the Challenge Component calculated? |
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The Challenge score is calculated by comparing how many positive or negative things a person said about MOST PEOPLE against how many positive or negative things a person said about SELF. You may remember when you filled out the questionnaire we asked you a set of questions about yourself and then we asked you the same questions about Most People. The formula for calculating Challenge looks something like this:
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About low Challenge:
- Feelings of self-esteem are based on who we are, not what we accomplish
- Focus on how things look – the appearance of success is tantamount to success
- Presents a confident demeanor to others
- Realistic about what can get done in what amount of time, under-promise and over-deliver
The downside:
- Can be too concerned with success
- May blame mistakes on situation, external factors
- Too focused on image
- Takes too much credit
About High Challenge:
- Feelings of self-esteem are based on what we accomplish, “we are what we do”
- Focus on how things are – appearing to be successful is not good enough
- High expectations, always proving self
- Stretch themselves, the harder it is, the more they like it
The downside:
- Can often times feel inadequate
- Blames self when things go wrong
- Too critical of self and others
- Reluctant to accept compliments or success
But what about a moderate Challenge score?
What about people in the middle – that is, people who see themselves in a socially desirable light, but not overly so? Well, what is hard for these people with moderate Challenge scores is to grasp how important this area is for the other two-thirds of the population. If you’re a person with a moderate Challenge score, and you have people working with you who have very high or very low scores, their behavior is likely to prove a sad mystery to you if you don’t understand what we’ve just talked about.
The bottom line…
Every one of us is walking around with insecurities about whether we’re good enough, whether we measure up and whether people like us. Challenge measures how close to the skin we wear these insecurities. High Challenge people are more likely to voice these concerns and feelings, Low Challenge people are more likely to keep these insecurities hidden from the outside world.
Challenge scoring has revealed itself consistently as the litmus test for longevity on our staff team. In hiring it is now a deal breaker for me. I’ve learned the hard way. Is there a 10-20 question questionaire I could use to identify this trait accurately or a few interview questions that would flesh out where a candidate stands?
@Chris Buskirk I’m very interested in what the correlation is between score and longevity. I have a mid score of 52, and at this intersection in my career looking at how that helps or hinders the high-performance, face pace team I’m in.
Hi Chelsea,
Challenge 52 represents your ability to manage how you see things in perspective to your sense of self. A 52 is able to look at the situation and quickly consider if you are seeing an issue clearly or if the other person is. Basically, you are good at leaving ego out of the choice and staying open to a balanced approach. It is a great score to have on a team.
If you are in a group of high performance people, you may get a bit distracted by their need to manage through their self perspective. Just know that you bring a great levity and clearness to the team. I am a huge believer in work should be your awesome place. If it isn’t working, always try to teach people how to better work with you before you throw in the towel. If they can’t, then looking around never hurt a thing.
Chris,
I missed your question last year! apologies… that darn 2020!
Everyone works differently with how they handle low and high challenge scores. My business partner is low and I am high. We have to work to meet each other’s needs, but it does make su better. She is super resilient and I have to “get back up” when I fall. So there is always value in different perspectives.
As for interviewing for challenge, I don’t think anything offsets the reliability and validity of the Birkman. Having said that, using the technique of openly disagreeing with the candidate is a great way to see how they respond. Simply have an opposing opinion and then go quiet. Do they argue their point? Capitulate immediately? I am looking for someone who can consistently stay in what i call the “good game of pingpong”. Keep the conversation moving, offer opinions, ask for your perspective and then both people feel like they learned together and are better from it. If the candidate throws down their paddle or just stops the game, there is a quick way to see how they are wearing their ego and what you can expect in the other key category of open-mindedness.
Hope that helps