What We Do in Profiling

What We Do in Profiling

Every business undergoes change, and it is people who must implement any change. It is therefore in your interests to understand which of your people are best at handling the different aspects of any changes occurring in their teams.

Managing people for the strongest team output is all about designing three distinct factors:
• The work skills
• The level of competence each person is able to offer in line with their skills
• The individual soft skills which make up 50% of their output performance

So, where do we start?

Understanding and interpreting the DISC profile, to support the recruitment process. We look forward to undertaking more on this with him as it really has led to more successful teams for our clients to grow. Don’t get your recruitment wrong, include that extra step to help your objectivity.

Charlie Ryan MREC DipRP

So, where do we start?

Benchmark your whole team so that you understand what every employee has to offer, to help you through every change and improve overall performance.

Use this information to build stronger teams

Use the skills to increase sales performance by linking the sales approach to buyers needs

Improve team communication by giving everyone permission to adapt their approach with each other at times of stress or pressure.

If you have to reduce overheads, don’t throw away your strongest team members

If you need to recruit more staff, be specific about what you need and how it will be applied. Do not double up on expenditure to recruit people. Use knowledge rather than gut feel to pick the right people for the job in hand.