Diagnose and Improve Workplace Behavior

How the Behavior Motive Matrix II can help diagnose and improve workplace behavior.

The Behavior Motive Matrix was developed as a tool to evaluate and address workplace behaviors, particularly focusing on how individuals’ awareness and capabilities influence their actions and performance. Through his extensive experience in leadership, followership, and organizational behavior, Dr. Fuzie designed the matrix to help leaders and managers more effectively diagnose and intervene in performance and behavioral issues.

The Behavior Motive Matrix II is highly useful in workplace settings for several reasons, particularly in diagnosing and improving employee performance and behavior. Here are some key ways the matrix proves valuable:

1. Tailored Intervention:

The matrix allows managers, leaders, or coaches to diagnose whether an individual’s behavior is driven by a lack of awareness (subconscious) or a deliberate choice (conscious), and whether they are deficient in skills or intentionally defiant. This distinction enables:

• More precise interventions: Rather than applying a one-size-fits-all solution, managers can tailor their response based on the underlying cause. For example, an employee who is subconsciously deficient may benefit from training and feedback, while someone who is consciously defiant may require a more structured approach with accountability and consequences.
• Targeted development plans: The matrix can guide leaders in creating specific training or development plans based on individual needs, improving overall team performance.

"The matrix helps leaders understand whether performance issues stem from a lack of awareness (subconscious vs. conscious) or a lack of capability (deficient vs. defiant). This diagnosis is essential for determining the correct intervention."

2. Performance and Behavior Management:

• The matrix helps leaders identify the root causes of poor performance or negative behavior, whether it's due to a lack of skills or resistance to authority.
• It aids in determining whether an employee needs more support or should be held accountable for defiant actions.
• By pinpointing the specific issue (awareness vs. capability), managers can address performance gaps more effectively, leading to better individual and team outcomes.

3. Leadership Development Tool:

The matrix serves as a tool for developing leadership skills in managers by enhancing their ability to:

• Understand behavior complexities: Leaders can better understand why employees behave in certain ways and respond appropriately.
• Enhance coaching and mentoring: It improves a leader’s capacity to provide the right type of feedback or support, encouraging more constructive behavior from employees.
• Improve decision-making: By diagnosing the exact nature of behavioral issues, leaders can make more informed decisions about performance evaluations, promotions, or disciplinary actions.

4. Promoting Self-Awareness and Reflection:

For individuals, the matrix encourages self-awareness and self-reflection:

• Employees who realize they are consciously deficient may feel empowered to seek training or mentorship opportunities.
• It allows individuals to understand whether they are behaving in ways they may not be aware of (subconscious) and encourages them to reflect on how they can improve.
• Those in defiant categories may be confronted with the consequences of their actions, prompting them to reconsider their behavior and adjust to meet expectations.

"The use of this matrix makes it so much easier to break down the behaviors and recognize what actions we should be taking."

5. Conflict Resolution:

The matrix can be a conflict resolution tool by helping identify whether resistance or negative interactions stem from unconscious behaviors (e.g., an employee doesn’t realize they are being resistant) or from deliberate defiance. Knowing this helps managers approach conflicts with the right strategy, whether through communication and awareness-raising or through stricter measures when deliberate defiance is the issue.

6. Fostering a Positive Work Culture:

• Building accountability: For those identified as consciously defiant, the matrix enables leaders to set clear expectations and consequences, ensuring that disruptive behaviors are addressed promptly and fairly.
• Improving motivation: Employees who recognize their deficiencies may be motivated to seek improvement through training and development opportunities, fostering a culture of growth and continuous learning.
• Reducing anxiety and frustration: The matrix helps prevent unnecessary anxiety for employees who feel lost or uncertain by showing them where they can improve and offering constructive paths for growth.

7. Improving Team Dynamics:

By identifying the behaviors of team members and intervening appropriately, the matrix can:

• Help create more balanced, cohesive teams where employees understand their roles, seek improvement, and work collaboratively.
• Reduce the negative impact of defiant behaviors that can disrupt workflow and team morale.
• Encourage a workplace culture of open feedback and self-improvement, where issues are addressed directly and resolved constructively.

"It's all about the behavior" - Chris Fuzie, Ed.D.

8. Retention and Development:

By addressing both deficiencies and defiant behaviors, organizations can create a better environment for talent retention and growth:

• Developing high-potential employees who are aware of their deficiencies and motivated to grow.
• Preventing the loss of talent due to unmanaged defiant behaviors or unresolved workplace conflicts.

In Summary:

The Behavior Motive Matrix is a versatile tool for understanding and addressing performance and behavior issues in the workplace. It promotes tailored interventions, enhances leadership skills, improves self-awareness, resolves conflicts, fosters positive workplace culture, and helps in the retention and development of talent. Its ability to break down complex behavioral issues into manageable categories makes it a valuable asset for organizational growth and performance improvement.

Why was this developed?

Dr. Fuzie's approach was rooted in a desire to break down workplace behaviors into manageable categories that reflected both the individual's level of awareness (whether they were conscious or subconscious of their behavior) and their capabilities (whether they were deficient in knowledge, skills, or abilities, or if they were deliberately defiant). By understanding these two dimensions, Dr. Fuzie sought to help leaders not only recognize performance problems but also apply tailored interventions to improve individual and organizational outcomes.

The development of the matrix aligns with Dr. Fuzie’s broader work on leadership and followership, emphasizing the importance of self-awareness, accountability, and tailored strategies for behavioral change. The matrix was designed as a diagnostic and action tool to ensure that leaders and managers could effectively guide their teams toward higher levels of performance and engagement. It reflects his commitment to integrating psychological and organizational insights into practical tools that enhance workplace dynamics.

To learn more or schedule training:

For more information on how to obtain the Behavior-Motivation Matrix II training, please contact Dr. Chris Fuzie at Chris@cmfleadership.com or connect with him at https://www.cmfleadership.com/contact