WHEN DOES IT MAKE SENSE TO PROFILE?
There are various reasons for using profiling. Here are the most common ones:
Creating a profile is a useful starting point for personal development. Profiling not only provides information about life motives and preferences in general, but also about ‘energy guzzlers’ and behaviour patterns that are a hindrance in certain contexts. We use profiling both in the context of executive coaching and development measures and also as an individual measure.
Profiling makes differences within a team clear and thus discussable. Team profiles provide information about where a team is strong, where its ‘blind spots’ are and what causes friction or conflicts. A team can be systematically enhanced on the basis of this knowledge.
Sometimes, profiling is the ideal way to identify the right candidate for a vacant position. A candidate who is motivated by the task and the environment and can be productively effective in it. Profiling drastically reduces the risk of expensive and time-consuming recruiting mistakes.
Profiling is also an excellent way to get a neutral and accurate picture of the management level of a company. Very good assessments can be made, for example, in the context of M&A processes. Please contact us to find out more.