principles of profiling

Principles of Psychometric Profiling There are enormous benefits to recognising how someone prefers to work, what they are good at and what they should avoid i.e. having "round pegs in square holes".

Using psychometric testing is a quick, easy and relatively inexpensive way of adding some objectivity to the process of understanding both ourselves and other people. It can be a useful aid in situations such as recruitment, training needs analysis, promotion and teambuilding.

Personal Profiling
From a simple multi choice questionnaire, a series of incisive reports can be produced on: attitude and behaviour in certain situations, strengths and weaknesses, suitability to the job, compatibility with the team, training needs and how to manage the individual in the most effective way.

360 Degree Profiling
Perhaps a step further and involving feedback from three directions - your boss, your peers and your direct reports - comparing it to your own perceptions. As a manager and as a team member, our success usually depends on how others see us, rather than how we see ourselves. Co-operation and influence certainly depends on it, and as such, feedback should always be sought and welcomed if we are to improve.

We also need to make sure that we are conforming to our own manager's expectations (if we have one).

Team Profiling
The chances of bringing a group of people together and expecting them to be a team is a little unrealistic to say the least! Research by Dr Meredith Belbin suggested that there were 9 different characteristics each contributing to a preferred working style in a team role, creating significant variation.

Imagine, for example, you were a football manager and discovered that you had three players in your team whose profile suggested that they were better suited to full back, yet two of whom were currently your strikers - it would certainly explain why your team wasn't scoring many goals!

Doesn't it therefore make sense to find out what strengths and characteristics each of your team possess? This means you can better accommodate each other and distribute work within the team according to each other's strengths saving time, money and frustration.

Options Available :

Personal Profiling - A selection of the reports available includes:
A profile of individual characteristics A profile of training needs How to effectively manage this person General strengths and limitations	Job compatibility Strengths and limitations for sales, management, and technical/admin Interview questions for each role Call centre/telephone role suitability

360 Degree Profiling:
Comprehensive feedback based on 8 universal management competencies, 18 skill sets and 70 survey items overall Comparison of opinions between self, boss, direct reports, peers and all observers together Identification and comparison of the skills each party regards as critical	Strengths and areas for development Tips on improving team success, seeking improvement, cultivating individual talent and working efficiently

Team Profiling:
Find out the strongest and preferred work styles of each team member Advice on the best role each individual should play within the team and which tasks to allocate to whom Identify the team's strengths and weaknesses as a working unit	Individual feedback on how you see yourself compared to the team's view Personal advice on the impact of your management style Suggestions as to how to project your preferred working style to others

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