A personality profiling and career driver exercise can help distinguish the different roles and aspirations that currently lie within your "dream team" or senior management team. It may be that the team varies in age and lifestyle choices, so it may be unlikely that there would be a consistent theme. However, such an exercise will provide the board with a crucial insight into what is needed to ensure critical staff engagement.
The process that we conduct is multifaceted. We will issue each recipient with a threefold questionnaire, these will examine personality and work style preferences, career drivers and lifestyle drivers. We will then build this into a report for the board to examine what measures will be suitable to ensure staff are rewarded in the most appropriate manner. Also, individual preferences will be reviewed, and where appropriate what may be effective on a group basis.
Within the personality types there are sixteen different types within four role groups, therefore if you were seeking to build a dynamic and challenging team and wished to avoid group think, then a group of completely diverse types may prove positive. Having said that, it would be a demanding team to run!
Inevitably like-minded people are drawn together, likewise certain professions attract certain personality types, so it would not be overly surprising if there were some overlap within the team.
Employers use the results of personality tests to improve the work environment, as personality tests can measure communication styles. Learning the differences among these styles helps organisations develop programmes and workplace rules that minimise conflict and improve communication among co-workers themselves and between workers and management.
A career driver is more than a tendency or disposition. It is an inner motivation which strongly influences the individual. Those people who do not fulfil their career drivers are likely to find it difficult to be motivated at work. Wise individuals will ensure that their primary career drivers are satisfied.
Research has shown that most people have 2 or 3 drivers with only one at the core. It is the key driver that guides career progress and can give coherence to apparently unconnected choices and decisions.
Within our report, we will analyse the top three drivers of each participant, showing the results clearly as to what are the top scoring drivers and also which are the lowest. The career drivers can reveal if a person seeks to be in control, or if they seek nourishment and rewarding relationships with others at work for example. This type of result can help the board really understand the team members and review whether individuals are being utilised to their full potential (e.g. if a person seeks Power/Influence, it may be wise to have this member as a team leader or manager; obviously if they are qualified for the role!).