Why would you want to profile your team?

Profiling members of your team
Photo by Allef Vinicius

Well, apart from the obvious which is around raising the awareness of any individual, the benefits are wide and varied.

  • 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

For the stakeholder or sponsor, you also need to know you're getting a good return on investment, so apart from a report being produced, what other benefits does using the profile tool bring?

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.

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 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 meeting 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.

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, knows 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 being to see some remarkable differences across their teams and the business as a whole, thus changing cultures and people for the better.

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