The real benefits of psychometric profiling for your team

Psychometric profiling for your team can help with the benefits  and problems  of diversity of thinking

I don’t know about you but I have always found that the major benefit of working in a team is the opportunities that brings to work with people who think, talk, and behave differently than me.  Each team member brings something different to the vibe of the team, to decision making, ideas, even managing timescales. Sometimes the difference is very clearly a practical skill they have that I don’t moreover it’s a different way of seeing or approaching the problem. And whilst I might not go away and do things exactly as they would I now have a new idea or approach to consider and adapt to my solution to the issue. Using psychometric profiling for your team can help identify these differences

It, therefore, follows that the more diverse team members are in their thinking and behaviour the more options you as a team member have and ultimately as a business to solve issues from the simple to the complex.  The old TEAM adage ‘Together Everyone Achieves More’ is in theory a major advocate for the diversity of team members. But what if those team members don’t communicate well? What if instead of sharing ideas and listening to other perspectives they dig their heels in and see other ways of doing things as a threat. Or maybe they just can’t hear the value of what their colleague is saying because they say it in a way they can’t hear or understand?

That’s where a lot of the benefit of diversity is lost.  It’s also the reason many businesses employ a certain ‘type’ of employee. They look for traits they know have worked before, make quick decisions, display a confident outgoing manner. Maybe show concern for others, don’t make rash decisions. There is nothing wrong with searching for what you know works but surely this can be limiting. After all who among us has client bases or candidate bases full of the same behaviour and communication styles. Who among us deal with businesses that are all the same in the way they make decisions, negotiate, work with timescales?

It’s also worth considering that just because someone displays the ‘traits’ you seek that doesn’t mean they will work well with others like them.  I know I have made hires in the past, included colleagues in the decision process we have all believed the people would get on like a house on fire only to find they didn’t. The similarities caused conflict. They both wanted to win, be top dog. or be seen as the one that came up with the ideas, the one that retained the client, finalised the negotiation

So what’s all this got to do with psychometric profiling?

My belief is that psychometric profiling for your team allows people to understand their behaviour and communication style. It gives them a chance to get under their own skin. Understand how they are likely to behave in certain situations. Help them understand the behaviour patterns they often display and deploy.  This information is a very powerful tool. Disseminated in the right way profiling information allows individual team members to see where their behaviour and communication style is working for them and importantly where it may be working against them. It helps them understand situations where they should ‘dial up’ a behaviour and situations or with people that they would benefit from ‘dialing down’ that behaviour trait

My approach is always to start by ensuring people understand their own behaviour and its effects on those around them( individuals, teams, clients, candidates) and then to move them to a space where they look to understand how their colleagues’ style influences them. Again, where it has a positive impact and where it may have negative effects on them.  Once you understand these issues,  adapting is a natural step. Learning to adapt and ‘meet the needs’ of colleagues and clients is really powerful. ‘Hearing your message becomes easier

Underlying the principle of the profiling system I use (Insights Discovery) is that there is no right place to be, no style is better than the other it’s about how you use your style and energies to get the best results

How can that work in practice?

Take this example relating to email.  This shows how to ‘meet the needs’ of the 4 main colour energies of the Insights model.  You can clearly see that depending on which ‘colour energy’ the recipient leads with structuring your email differently to (or including a but of each style) will benefit your audience


Team members who understand themselves are better equipped to work cohesively with their colleagues

We all know that the relationship and ability of our employees to work effectively and communicate well is key to having a thriving business. A lot of ‘issues’ in the workplace are borne out of not understanding the other person. As an example someone who is quiet and doesn’t speak up in meetings could be seen as uninterested, difficult, not committed to solutions? Whereas in reality they may be needing time to consider options, only like to contribute when they have something of value to say, or may simply not being given the space to air their opinion. Once colleagues understand behaviour traits and preferences they may be able to see perhaps in this example that that person just needs to be given time to consider their thoughts and not rushed into decisions or may need more facts to come to a conclusion or just need asking what they think.  Suddenly the stubborn awkward colleague is seen as the thoughtful considered one. The noisy self-promoter is seen as quick thinking and confident! The harmony and business value that comes out of unlocking this understanding is immense. Psychometric profiling for your team helps provide a platform for understanding these differences

How will that bring me more business?

Understanding your own behaviour and communication style and being able to spot those traits in others will help you know how to approach a client in a way they want and so secure sales.  We all know that some clients respond better to testimonials and evidence and others to ‘stories’ of success. Being able to spot those traits in clients near the beginning of your journey with them will help facilitate stronger relationships earlier on. It will help you ‘talk their language’ and present your service in a way that appeals to them. It pushes on the feelings of liking your business and trusting you. Once your team begin to understand what traits to look for in clients and candidates to give them clues as to how best to communicate they can, as a team, swap ideas and approaches that work for them. It’s not necessarily about matching client styles to consultants that is not always practical, what is possible though is to educate consultants to be able to adapt their behaviour and communication style to suit client and candidate needs. Profiling helps them ‘flex’ their communication muscles

Isn’t profiling about pigeonholing?

Absolutely not! I couldn’t disagree more with this myth. I truly believe that psychometric profiling for your team opens up understanding  of how individually we  would usually act, think, behave.  It also opens our eyes to other behaviour and style choices. We all have the ability to adapt and tap into other styles and traits. That ability is facilitated by understanding the traits and your own preferences.  I mentioned earlier there is not one better style or preference, it’s about understanding your own style, knowing where that works for you and adapting when you feel you need to. The power comes when you apply this knowledge to work better with others understanding their style and adapting to suit

Some brief info about the profiling I use

I use Insights Discovery model. It’s based on Jungian psychology and works on explaining key behaviour and communication traits by profiling people in ‘colour’ preferences. Showing dominant and least dominant preferences. The common language used with the model makes it easily accessible to individuals and teams making it a powerful tool in the progress of team building, understanding and development. Once undertaken you get personal 36 page reports which include a sales chapter showing the strengths in each stage of the sales process of individuals and where they could improve. You also get access to a team wheel which shows where the strengths and gaps may be in your teams. Facilitation can be sone face to face or virtually via Zoom or Teams. Here’s a link to my website which contains a bit more information 

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