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Profiling & Psychometric Testing

“A person who knows who they are and where they’re going is unstoppable”

They say 90% of all happiness and success comes from your ability to read and understand yourself and those around you.

Extended DISC Profiling gives you the ability to accurately, efficiently and quickly understand yourself, your staff and the people you associate with.

As a business, you save time and money by getting the right people on the bus AND putting them in the right seats first time!

Wonder why your projects aren’t completed as successfully as you expected?  Perhaps you put the wrong team together!

A ‘Team Analysis’ report provides an easy to use framework to understand complex issues quickly, solve problems and improve performance. It helps management align their business and team strategy with the behavioural characteristics of the team members.

It combines the results of the Personal Analysis results of each team member into one report. It shows the team dynamics, the strengths and development areas of the team, and how the team members are adjusting their behaviours in the existing working environment.

Some popular applications of this tool also include: team development, strategic decision making, leadership development, organisational development, turnover reduction, conflict resolution and succession planning.

Combine this powerful profiling tool with a few coaching sessions and there is no doubt the productivity levels of your staff will increase immensely.

Get an unfair advantage today!

 

Extended DISC Behavioural Analysis assessment tools and the advanced online platform, FinxS are used to create reports customised to your individual requirements.

The reports are designed to provide user-friendly information that improves communication, enhances organisational performance and used correctly, has a profound effect on professional and personal effectiveness.

 

Products and Services

  • Products and Services Behavioural Analysis Reports

• Management/Leadership
• Sales
• Communication
• Recruitment
• Customer service
• Entrepreneurial
• Specialist
• Administration
• Couples
• HR Specialist
• Vocational Aptitude

  • Team Analysis Report
  • Multiperson Reports
  • Job Templates
  • Open 360 reports Surveys
  • Logic and Reasoning Analysis

Why use Behaviourial Profiling?

The over-riding objective is to make every employee more valuable and productive. To achieve this, the following issues need to be addressed;

  • How can an individual can be better understood, motivated and managed to improve job performance
  • How do employees respond to job related stress, frustration and conflict
  • How to conduct effective performance appraisals
  • How to determine whether an employee is internally motivated orneeds external stimulation
  • How to determine whether a candidate will fit a specific job roleHave you ever wished an employee came with an instruction manual? Behavioural reports help answer the above questions and provide much more information on an individual’s behavioural style, such as:
  • Their natural unconscious style compared to their adjusted work style
  • What motivates them and situations that reduce motivation
  • Clear natural strengths and their development areas
  • Flexibility and comfort zones with activities
  • How an individual is typically seen by others
  • Their decision-making style
  • Their preferred communication style & communicating emotions
  • Their role within a team – Team Roles
  • Suggested Interview Questions

But SR Group reports go even further .

  • Reports are customised, both in format and content
  • Specific and relevant competencies are selected from a database of 1000+
  • Provide bench-marking (organisational, regional, global)
  • Team or multi-person reports are available
  • Create and manage Open 360’s – fantastic for reviews
  • Create and manage Surveys
  • Provide access to skills based tests such as numerical, visual and abstractlogical reasoning amongst others

When to use Behaviourial Profiling? Specific Assignments/Market Segments

Recruitment

  • Identify the most suitable candidate for a specific job role
  • Measure a candidate against a predetermined set of competencies
  • Identify any emotional challenges
  • Compare the behavioural style of successful employees with the behaviouralstyle of candidates
  • Understand the candidate’s natural strengths
  • Understand how a candidate will fit into an existing team
  • Use the behavioural report in the interview process
  • Use the information contained in a behavioural report for internal recruitment or succession planning.

Retention and Motivation

  • Understand whether a candidate’s behavioural style suits their current role
  • Understand what actually motivates specific individual employees
  • Obtain reports from individuals if any change in attitude or performance are noticed – losing motivation and the influence of the environment on them
  • Ensure employees natural strengths are being utilised
  • Understand how best to communicate with employees
  • Understand reasons for possible lack of performance of employees
  • Use behavioural reports for career planning
  • Obtain a report from employees prior to performance reviews to identify any likely problems – especially Open 360’s for effective feedback
  • Consider the comparison of reports from date of employment with current report
  • Obtain Multi-person or Team Reports to improve team dynamics
  • Consider the use of Climate Surveys to identify any possible challenges or issues affecting performance
  • Select suitable competencies from a database of 1000 available to ensure precise and focused reports

Communication

  • Understand an individual’s unconscious natural behaviour to improve communication with others
  • Understand an individual’s listening style
  • Understand how each team member communicates
  • With consent of each individual, openly discuss the communication style of eachteam member in a group

Coaching and Training

Benefits for the coach

  • Understand an individual’s behavioural style to enhance training effectiveness
  • Understand how the client listens to improve coaching effectiveness
  • Powerful insight in areas of match and mismatch between coach and client
  • Gain clarity in developing “the right approach” and reliable rapport with a client
  • Enhance communication and use the appropriate language
  • Understand how to work with different client styles
  • Consider the use of Team Analysis or Multi-person Reports to identify “fit”

Benefits for the client

  • Enables them to gain an understanding of how their behaviour impacts on those around them
  • Understanding their natural behavioural style for use as a foundation for future objectives and strategies to achieve them
  • Explore the alignment of their behaviour to the expectations of their role, team, peers or the organisation
  • Clearly view their organisation “fit” and reveal how they may change their behavioural traits in order to achieve their objectives
  • Enables them to consider areas that may be appropriate for them to develop

Leadership Development

  • Provide leaders with an understanding of how their leadership style impacts on their environment, team members and job performance
  • Understand the leadership styles of employees and identify potential leaders
  • Select focused competencies that identify specific leadership capabilities
  • Identify leaders with emotional challenges or working outside their comfort zone
  • Identify leaders who require support or require further training
  • Use updated behavioural reports to identify progress or the need for furtherdevelopment/training
  • Use Team Reports or Multi-person Reports to identify any leadership issues
  • Use Open 360 Reports for management reviews
  • Consider Climate Surveys to identify leadership issues

Career Planning

  • Understanding how different styles suit specific job roles
  • Select for a database of 1000 competencies, those that will help identify suitable rolesfor the candidate
  • Design reports specifically for school leavers, university students and mature individualslooking for a change in role
  • Using the Job Comparison Report to identify job fit

Sales and Sales Management Training

  • Identify sales people who suit specific sales capabilities eg. Long term selling, short term selling, cold calling, customer service selling, technical selling etc
  • Identify employees with sales or sales management potential
  • Select focused competencies that identify specific sales capability
  • Identify sales people who might be working outside their comfort zone
  • Identify sales people with emotional challenges or need additional training and support
  • Use updated behavioural reports to identify progress
  • Use Open 360 Reports to identify any relationship issues with other team members
  • Consider Climate Surveys to identify any relationship challenges

Customer Service Training

  • Understand the customer service style of employees
  • Identify employees with potential customer service skills
  • Select focused competencies that identify specific customer service capabilities
  • Identify customer service people with emotional challenges or require further training
  • Provide customer service staff with an understanding of how their customer servicestyle impacts on their environment, team members and customers
  • Use updated reports to identify progress or the need for further development
  • Use Open 360 Reports to identify customer service issues
  • Use Customer Service Surveys for feedback on customer service

Team Development

Team Reports or Multi-person reports can be generated via the FinxS Online platform

  • Review the specific style of each team member in the context of the overall objectives
  • Consider if team members feel pressured to adjust their behaviour outside their comfortzone to remain effective
  • Use behavioural reports to increase the understanding of members differences
  • Use Team Reports to consider job rotation, delegation, change of responsibilities and/orpromotion of team members
  • Select from a database of 1000, competencies that are relevant to the team andcompare individuals’ rankings
  • Identify strengths and weaknesses or challenges for the team or individual members
  • Identify any sub-groups or identify any possible conflict in the team
  • Identify situations where there is a possible lack of members performing certain teamroles and consider the need for future recruitments
  • Identify any individuals who are alone in certain areas
  • Identify where majority of the team members fit or individuals that are alone in areas
  • Identify where motivation is required in the team
  • Consider the most effective means of communication within the team
  • Review the team fit within the organisation
  • Consider whether the reward system currently used within the team is effective

Mergers and Acquisitions

  • Obtain a behavioural style report from every employee in both entities
  • Complete a multi-person report or team report for each team within each organisation
  • Obtain a combined Multi-person (or Team Report) for both entities
  • Identify possible areas of conflict especially potential communication difficulties
  • Obtain a Work Pair (or Multi-person report) for the two senior executives that will beworking together (if this is the case)
  • Obtain a Team Analysis Report (or Multi-person Report) of the management team,especially if the team comprises executives from both entities
  • Identify any individuals who might struggle with their new roles
  • Build a file of behavioural reports for all employees that can be used for futuredevelopment and the progression of individuals

Due Diligence Applications

  • Obtain a behavioural report for each employee to identify any possible challenges likely to confront the new owner
  • Focus on the management team and managers of departments to better understand their motivators, de-motivators, strengths and development areas
  • Identify any employees with emotional issues or who might be working outside their comfort zone.
  • Consider the suitability of each staff member in their current roles
  • Identify any areas of possible conflict between the new owner and staff members, andin particular, senior staff
  • Consider the use of Open 360 and Climate Survey applications to help understand thecurrent “environment” within the organisation
  • Consider obtaining a customer service survey to understand the effectiveness of theorganisation’s customer service
  • Consider if there is likely to be any difficulty with “culture fit” (with the newmanagement).

Dispute Resolution and Family Disputes

  • Obtaining a behavioural report from each party to identify differences
  • Use of Work Pair or Multi-person Reports to highlight likely conflict points
  • With the consent of each party, openly discuss the reports to explain the reason forpossible conflict especially communication styles.
  • Use of the reports to help resolve issues by understanding each other’s perspective
  • Customise a report using a selection of competencies from the 1000 strong database,to fit the situation
  • Identifying emotional issues in each parties reports that could inflame the situation

Pre-nuptial Situations

  • Obtain a behavioural report from the bride and groom ‘to be’ to identify behavioural traits of each individual
  • Customise a special Family Report (or use Work Pair Analysis Report) to identify differences in styles
  • Explain the difference in communication styles to foster a better understanding between the parties
  • Highlight the possible areas that could lead to communication difficulties in the future

For further information contact Glenise Anderson on 0418 482 450.

“We all have the opportunity to improve ourselves by learning to recognise our personalities’ strengths and weaknesses, by accepting their existence and by searching for new ways to capitalise on them”.

Jukka Sappinen

Corporate Training, Coaching, Mentoring, Speaking