5 THINGS TO CONSIDER WHEN USING BEHAVIOURAL PROFILING TOOLS
It was only when I became an accredited behavioural profiling practitioner that my eyes were opened to the level of misuse and amount of money being wasted on tools not being deployed in a manner that maximises the learning opportunity.
Here are 5 things to consider to ensure you get the maximum ROI and the outcomes you desire when using behavioural profiling tools.
1. Conduct a review. Know and understand the number of profiling tools currently in use in your organisation and their purpose, this will unearth any issues. I see many organisations using several different profiling tools for different purposes within the same department. E.g. one tool to recruit, one for coaching, one for team events and another for leadership development. This is very confusing and creates micro cultures of different languages. It also becomes very difficult to measure the effectiveness of any one tool. Many are used because of one individual’s personal preferences or because they have used the tool previously elsewhere. It should be fit for purpose and right for your organisation.