What you need to know about personality profiling
If you are going to build a team that works, it is not a question of whether you should personality profile, it is a question of what system you are going to use, and who are you going to get that really knows and has the experience to do it properly.
When you observe the fallout of the wrong employees that have been hired, the trouble and costly expenses they have cost the owners of these companies who have hired the wrong people in the wrong positions it is truly shocking. I am not saying that personality profiling is infallible, but it improves the probability of success –provided it is done properly using a good profiling tool!
Having attended several Industrial Relations Lunches run by the very knowledgeable Theresa Moltoni OAM Managing Director of IRIQ it never fails to shock me the fallout from bad employees and dysfunctional workplaces which may have been prevented as Jim Collins puts so eloquently in his well-researched book Good to Great:
“Companies that make the change from good to great have no name for it….They start by getting the right people on the bus, the wrong people off the bus, and the right people in the right seats. … And third, if you have the wrong people on the bus, nothing else matters.”
I clearly remember profiling someone for a position in a company and after perusing the profile sent an email to the employer which ran along the lines ‘no way in hell would I ever employ this person; hope that they get a job with your biggest competitor because she will definitely be trouble!’ (Normally, I am not that outspoken!) Despite that, they went ahead and hired her!! You know what happened. Of course, 6 months down the track, major major trouble erupted, along with the reluctant acknowledgement that she had been trouble after the first two days with the directors each looking at the other wondering who to blame.
I had a client 8 years ago, who owns a franchise; he successfully mastered how to profile properly and has had great success since. We recently reconnected as he wanted some Sales Training done, and he casually commented that he has had great success over the years personality profiling using the system I taught him, and at the annual conference with his other franchisees, they keep asking him how he has such a great team of people and how come he doesn’t have the problems that they have! He told me he just smiles and says nothing!
The problem with personality profiling is that it is very easy to make it a ‘pop’ product with some quite outrageous types being stereotyped – oh she is a Red, Blue, Yellow or a Green! Worse is another –Dove, Owl, Peacock and Eagle – well-named DOPE!! What about Mozzie..oh I had better stop! Oh but there are more Sanguine, Choleric, Melancholic, and Phlegmatic and then D’s and I’s and S’s and C’s, and extended ones – (that sounds painful doesn’t it?). And Myers Briggs which got a bit of a nose break – the finger of blame being pointed at that instrument for Enron’s collapse through the extensive use of MB which identified inadvertently the psychopath for fast-tracking of promotion through the organisation allegedly.
So how do you know if someone knows what they are talking?
Here are a few questions to ask them, (and my answers are in brackets):
1) How long have you been using this instrument? (Since 2007)
2) When did you start learning about personality profiling? (1998)
3) What experience and for how many years were you in the position of hiring and firing? (40 years)
4) What studies of human behaviour have you completed? (Too many to list here)
5) What success have you had in consistent accuracy when you re-test a client 5 years later that you have a 90% + result that matches the original? (100%)
6) Do you do this as a prime source of your income? (No. I am passionate about people being happy at work – it is not about the money)
7) Final tip – if someone uses a label such as the above such as a ‘Sanguine’ – they haven’t a clue! We don’t fit in a box.
The personality profiling Scope Business Coaching uses is no cookie-cutter approach.
Want to know more? Get in touch to find out how Scope can help you get your team in the right seats of the bus.