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Psychometric profiling – why it’s good for your business

Posted On: 05/05/2017

At a senior level, where personality and soft skills define a leader more than their practical ability to perform a job function, psychometric profiling can play an invaluable role in recruiting or promoting an individual.


A leader must be able to engage, motivate and inspire the workforce by giving a clear vision of the future of the business, and the role of each individual within it.  Openness and trust are vital traits of a good leader, alongside emotional intelligence, particularly in their behaviour towards their team. Equally, team members who can draw on their emotional intelligence are, generally, more receptive to feedback and responsive to positive change – to the benefit of the organisation as a whole.


For this reason, an emotional intelligence questionnaire is a key component of any psychometric profiling programme, and one that measures 360 intelligence including resilience and self-assurance is the ideal solution to give individuals an insight into their personality – and how they are likely to react to given situations.


As well as revealing critical personality aspects about potential employees to an organisation’s leaders, allowing them to assess cultural fit and build a complementary team of people, psychometric profiling is about building confidence.  By allowing individuals to analyse their personal make-up and shine an objective light onto their own personality, profiling can facilitate a good team structure, opening up a path for constructive and meaningful two-way feedback.


At P3 People Management, one of the tools we use with businesses is the Insights Discovery Personal Profile to inspire and transform individuals, teams and organisations. By covering modules including style and approach, strengths and weaknesses, value to the team, communications style, possible blind spots, opposite type and suggestions for development, it really brings self-awareness to people, teams, leaders and organisations. Shining a light on the relationships that each leader has with those around them demonstrates that good leaders can never be one size fits all


Here are our top three tips for success:

- Learn how to use personality profiling from the experts

You can’t buy an off-the shelf personality profiling kit and expect it to deliver meaningful results. The skills lies in interpreting the data and building a functional team based on each individual’s scores and their interactions.


- Leadership demands emotional intelligence

A successful team depends on good leadership and, especially as the millennials enter the workforce, teams will survive on interdependent skills and an emotionally intelligent leader capable of listening and communicating effectively.


- Remember – it’s a measure of behaviour, not intelligence or ability

It is vital to remember that the results of any profiling questionnaire are neither intrinsically good nor bad.  What’s important in interpreting personality profiling data is the ability to put together a team that works well together, which is inevitably made up of a balance of personalities.


With businesses now considering their HR as a long-term strategy rather than a reactive approach to ad hoc recruitment needs, personality profiling can interrogate the potential as well as the current behavioural aspects of an individual, paving the way for a strong succession management strategy.

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