Profiling - how do you get your money's worth?

With all the profiling tools available, how do you ensure its value for money?

EFC Performance focuses on 4 key areas for development:

The one thing that always creates interest with our clients is the profiling tool we use. It’s a bit of a gateway to the exposure of all of our other products and services, so in our scoping conversations, we make it clear that prior to any engagement with us, their employees have to go through a DiSC assessment.

Out of all the profiling tools on the market, I find DiSC to be the most intuitive one and therefore tends to give a greater degree of accuracy.

A common phrase when we come to debrief the DiSC report is “Wow, this is SO accurate!” - they sometimes feel convinced that their partners have written them! Primarily, the function of the DiSC report is to highlight behaviours, your core behaviours that make up the very essence of you. The reports also outlines how your type of behaviours can both motivate and stress other people with different profiles. I always liken it to having a road map of your colleagues rather than having to play the guessing game. This is particularly useful when you're bringing new employees into your business. This is an area we can get very wrong without us having a realistic insight into someone.

DiSC offers many different types of reports - Sales, Management, 360, Leaders, Generic Workplace and so on. There are also team reports that we run looking at how individuals interact with each other, the weaknesses within those relationships, peer to peer comparisons and so forth. There’s massive value in all of these reports if you use them correctly. All too often, I have heard from people we work with that may have done some type of profiling in the past, but the report ended up gathering dust on a shelf or worse, found its way to the bin!

When engaging with the stakeholders prior to rolling out our programmes, we need to be able to demonstrate that the investment in putting a whole workforce or selective teams through DiSC has a return for them, albeit of a financial value, behavioural change or productivity - or all of the above!

Maybe it’s worth pointing out some of the benefits of using DiSC as a profiling tool:

  • Increased self-awareness

  • Improves working relationships by recognising the communication needs of team members

  • Facilitate better team work and teach productive conflict

  • Develops stronger sales skills by identifying and responding to customer styles and needs

  • Manage more effectively by understanding the dispositions of employees and team members

  • Become a more rounded and effective leader

  • Boosts team morale and improves team performance

  • Delivers long lasting and effective behavioural change

  • Having an accurate roadmap of how colleagues “tick” is a game changer

So how do you get your money’s worth then?

Well, there are a multitude of ways that you can use DiSC or any other profiling tool for that matter in the workplace. Producing a report for an employee, business owner or team is just the beginning. Here’s a few examples of how you ensure a good return on investment from profiling tools.

  • You can use the reports simply to raise self-awareness of people within your organisation or for yourself. This exercise alone is invaluable in terms of improving performance and dramatically changing relationships.

  • The reports can be brought into meetings irrespective of whether everyone has completed them – share the reports amongst the team and ask for feedback – this will promote greater awareness of each other’s behaviours and also prompt different conversations around the table.

  • Create workshops around the reports – these can be full or half day’s focusing on various aspects of the report. For example a whole session can be around understanding what motivates your colleagues and conversely, what stresses them out? How aware are the parties in the workshop of those criteria? How do people then adapt their behaviours armed with this new knowledge? As a manager/leader, this can be eye opening as the style of leadership can be very out of step with what actually motivates the person or people they are leading.

  • Many people we have worked with use profiling extensively as part of their on-boarding process. You can run the appropriate report prior to interview or, for appointing more senior positions, used as part of a 2 – 3 part process. Although we advise people not to use the report as a definitive when recruiting, it does make for interesting reading of a potential candidate as well as providing content for a very different type of conversation at interview stage. It also shows to any potential employees how serious you are as a business owner about bringing on board exactly the right people and also creating the right MIX of people too.

  • Conducting 1:1 meetings with team members is enriched by sharing DiSC reports during this time. We encourage the leader to also bring their reports into that conversation to promote openness and trust - like the Disclosure model, Johari Window which explores blind sides and open areas of information - this will encourage visibility and openness of information about each other.

  • Team building exercises or excursions are always a great opportunity to bring along any profiling reports and weave them into the day. A good facilitator who is familiar with DiSC for example, will mix people up during the day in order to ensure they have very different conversations with people who are not in line with them and their behaviours according to their report. I have personally mixed all the D’s (high Dominance, direct, forthright, impatient) with all the S’s (placid, reflective, steady, slow to make decisions) and asked them to go away and list all their frustrations about each other’s style as well as what they appreciate about each other. This again creates exposure and different conversations with team members.

  • Performance management can also be assisted with the help of a profiling report depending on the type of report you have run. Sadly, in business there will inevitably be times when we have to have difficult conversations with people around performance and results. Again, by utilising the DiSC report, for example, you can discuss where maybe both parties are going wrong in terms of understanding each other in more depth and also how to really get the best out of each other by adapting.

  • One final way of using your report and getting additional value, is to promote coaching as a culture. The report is such an insight into a person’s behaviour, it naturally promotes coaching conversations for people – creating a vessel for in-depth, challenging and probing conversations as the coach, knowing what “buttons” to press with that particular type of person to move them out of the comfort zone and creating a deeper level of awareness and thinking for the coachee.

So, there are a myriad of ways profiling tools can enable organisations and stakeholders to begin to see some remarkable differences across their teams and the business as whole, thus changing cultures and people for the better.

Take the DiSC test yourself. Alternatively if you'd like to run DiSC reports for any members of your team then why not take advantage of our special offer which is running until the end of August 2019

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