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 the behavioural ‘default’ settings in any of us. Because if applied correctly, it can hugely improve people’s self awareness in the workplace.
Put simply, behavioural profiling identifies the sub conscious behaviours that make up our ‘preferences’. These are the ones that we often retreat to when we are under pressure.
Proper behavioural profiling (sometimes called personality typing) is able to ‘type’ people. This means they can identify themselves, as well as those similar to, somewhat different, and very different to themselves. Behavioural profiling 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 behavioural profiling, and personality indicators. Some focus overtly on a person’e behavioural 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. Behavioural profiling 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.
What Profiling Tools Do We Use?
There are a number of choices here, and many organisations tend to adopt one model or product. They then develop the thinking and terminology that comes from it to be cultural, so everyone ‘speaks the same language’.
We have developed our own ‘in house’ generic model that uses the four style quadrant origin of most modern licensed products. We include access to our own on line questionnaire and reports for clients as part of our behavioural development programmes.
There is no extra per delegate cost for this tool being implemented in conjunction with a workshop or programme if it is run by us.
Clients can also buy this service in isolation if required and fees are charged per questionnaire and profile report.
There are also a number of branded licensed products on the market which all have their place. The fees structure is set by the brand owner and at least one member of our team is licensed to facilitate the questionnaire & reports, and deliver debrief workshops in each one of the below.
- Insights Discovery
- Myers Briggs Type Indicator (MBTi)
- Thomas International DISC
Each of these products requires the completion of a questionnaire, and then provision of a personalised report.
We regularly run one day workshops for a group of, for example, 6 to 12 delegates to help them understand and digest their report, so as to begin using this insight in the workplace.