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.

2. Have a profiling strategy. Deciding on one or two tools that can be used for multiple purposes will be helpful. This will provide clarity for the HR department on which one to use for what purpose as well as clarity and transparency for employees. A strategy will aid in creating a consistent and coherent language across the board and foster better communication.

3. Clear any misconceptions. There are a lot of misconceptions I hear, including “I don’t want to be put in a box”, “I don’t believe people should be put in a box”, or “I don’t agree with my profile”. It is important that prior to anyone undergoing any kind of profiling the purpose is explained in detail and is clearly understood. Be honest and upfront in providing information on how to correctly complete the questionnaire and for what purpose the information will be used. I know many people answer questions based on how they feel they ought to be rather than how they are or even try to skew the results, so they come out like their line manager or leader. This is a real waste of time, money and resources and indicates there is a bigger issue that needs addressing.

4. Follow-up regularly. Reports are often left to gather dust. They contain useful, powerful information that when read and understood correctly can really support an individual or team’s self-awareness and development. The application of learning is a continuous process, referring back to look at the progress made is helpful.

5. Use data responsibly. Human beings are dynamic and adaptable, they are more than their profile report and should be treated accordingly. A profile report is private and confidential, the information should be stored safely with the permission of the individual and deleted once it is no longer needed or relevant. It should not be shared without the individual’s express permission.

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