A Czech production and sales organization with operations in 30 countries was looking for a sales director. Three applicants were invited to the selection process, among them Ing. Jindřich Zelený, who already impressed with his CV. He had extensive experience in managing business activities in corporate organizations and in international trade.
When he joined the company, he passed ANBE diagnostics. In terms of the requirements for the position of sales director, he showed some positive features, especially rational thinking, curiosity, calm and composure, innovativeness, non-directiveness, easy creating rapport with people, the need for independence and client orientation. The negative side could be lower consistency, carelessness, little diligence, unwillingness to help, and low consideration. Traits such as strong exhibitionism or high tactfulness may have their positive and negative impact.
At the initial interview, he impressed with his presentation skills, managerial insight, persuasive communication, and convincing determination to proceed with fundamental strategic changes. However, the human resources manager drew attention to the results of the ANBE test and Mr. Zelený's weaknesses, especially his inconsistency and tendency to wrap everything up in grandiose talk. She recommended another candidate. However, both the CEO and the company secretary were impressed by his impressive speech and pushed for his admission.
After taking office, Mr. Zelený emphasized the need for changes and came up with a number of different ideas to improve work in the business area. The CEO asked him to start implementing these changes and at the same time to solve the tasks that resulted from the company's current strategy. At the meetings, Mr. Zelený proposed more and more changes, but if he was asked how far he was in meeting the set goals, he always just explained why none of them was possible. During half a year, he practically did nothing, just talked, blamed others for his mistakes, and the sales results worsened. The company withdrew from the management contract and started looking for another candidate again.
ANBE results should have warned unsuspecting managers in time that he is an inconsistent, careless and lazy person who is better at presenting nicely than actually fulfilling his mission. He may have handled his role well in corporations, where he only passed on directives from headquarters to his subordinates, but that was not enough in the business where high commitment and a "goal shot" were expected of him.