Instigate ‘light bulb moments’ for your people in any role by using the right behavioural profiling tool.
Behavioural profiling is a great way of assessing and identifying a person’s behavioural ‘default’ settings. If applied correctly, it can hugely improve people’s self-awareness in the workplace.
Put simply, behavioural profiling identifies the subconscious behaviours that make up our ‘preferences’. These are the ones that we often retreat to when we are under pressure.
Proper profiling (sometimes called personality typing) is able to ‘type’ people. This means they can identify themselves, as well where and how other people differ. Personality typing is a significant component of improving self-awareness, the foundation of effective influencing and leadership of others.
There are a number of different types of profiling, and personality indicators. Some focus overtly on a person’s preferences or defaults; others focus more on a person’s internal drivers and passions.
So How Can It Be Used and Applied?
Behavioural profiling outputs can be used in a number of ways such as…
1. Behavioural Development – As an integral part of our unique approach to behavioural training, an essential starting point is self-awareness and self acknowledgement. Behavioural profiling is a key part of helping people become better influencers by learning to ‘style flex’ in certain situations.
2. Recruitment – To assist businesses with internal and external recruitment. It is not about right and wrong, good or bad. It is about how ‘appropriate’ the person is for the job in question based on their behavioural preferences and ‘defaults’.
3. Team working – To help businesses improve the effectiveness of teamwork both within and across teams. High performing teams are in part high performing because of the cross section of behavioural preferences within the team and the understanding between individuals. Helping people to work better together by understanding their own and others’ behavioural preferences is very powerful.
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