Hallowell

There are three frameworks that Hallowell talks about in the selection step, all that help a leader select the right people. The first is a structured interview, “The Hallowell Self-Report Job-Fit Scale.” This scale is taken a couple of days before the interview to allow for deeper conversation and clarification during the interview. The second, framework, is “Find the flow” to matching a person and task together to create flow. Csikszentmihalyi, who has studied the concept of flow extensively, has shown that a person most often enters flow when he engages in a task that is both challenging and within his skill set (Hallowell, 2011, p.57). The third framework Hallowell offers is “Conation” created by a woman named Kathy Kolbe. The conation is about a person’s natural style for solving a problem. According to Hallowell (2011), a person’s conative style has its own realm in the mind and combine to create what Kolbe calls your natural MO, or modus operandi; your natural way of interacting with the world, solving problems, and initiating actions (p.58). In this …show more content…
Hallowell states (2011), “People who are doing things that suit them feel connected to others and a mission, and they achieve at the highest levels” (p.85). However, on the other side, there is disconnection that can take place in a work environment which can cause problems or substandard work. Disconnection in the workplace may be the single most preventable detrimental force that leads to underachievement, depression, disloyalty, and job loss (Hallowell, 2011, p. 76). Hallowell talks about some of the methods for connection can be: connecting with people you work with, notice and react faster impromptu get-togethers, or encourage people to reach out. These are some of the methods to create connection and to decrease disconnection in the