Who am I? Understanding why behavioural profiling is so important

As a manager, would it be useful to have a really good idea of how someone would behave in particular working environments before deciding to place them there and with whom?

So often when I am working with organisations in the early stages of our partnership I come across people being managed out of alignment with their behavioural profile and in a working environment that just doesn’t promote their skills and talents.

Managers are not necessarily doing a bad job and the team members are not wrong, it’s a simple case of an incongruence which can be rectified.

Over the years in many roles within the Human Resources space, I have done various types of personality and behavioural profiling and they have all had varying degrees of merit and interest to me.

The one that has stood out for me as being the best is DISC.  DISC is used for a variety of purposes but one of the best aspects of it is the ability to use it to enable people to understand others and themselves better, limiting the roadblock that people come face to face with in the workplace.

When you know how someone operates and their reasons for communicating and working in the style they do, anything is possible. DISC enables you to truly reach your potential and those of the team around you.

DISC works on a practical level allowing strategies to be put in place to support teams in operating more productively together and thus achieving far greater results. DISC describes what and how someone creates their results rather than describing who they are.

I recently recruited a role for a client and found that the individual recruited had a rather atypical profile for someone that would generally undertake the role that she had accepted. In some instances this would be a disaster but knowing this upfront and then having her behavioural profile confirmed has enabled to me to educate the manager and the individual in how to provide an environment for her where she will thrive.

You may ask ‘why recruit her in the first place’??

Her profile was one that from a future planning point of view, was perfect for several potential areas and I could see how we could use her skills in a way which would have a different approach and could be quite effective.

She demonstrated enough enthusiasm for the role she was being recruited for and was a perfect cultural fit. She has therefore got the role and is fitting in very well. I am able to leverage her profile to work to both her’s and the company’s advantage. It’s a win win!

Don’t underestimate the power of DISC, it’s a tool that I would not be without.