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Identity Compass |
Profiling
for Results
In the
current environment, Owners and Managers of small companies
and Entrepreneur Development Programme Managers alike are
facing enormous pressure to decrease costs, and at the same
time effectively identify and retain the best possible
people for a position.
At this time, the quality of the people
engaged is an ever growing criterion for success, and the
utilisation of profiling diagnostics to determine
suitability has gained importance. Specifically the need
exists for a precise analysis, with valid
results for the applicant and the job gap to be filled,
to avoid wasting money.
The Identity Compass® Profiling System
finds this optimal relation.
How Does Identity Compass®
Differ to Other Profiling Tools?
Firstly, it is not a
personality profile and it is not a psychometric test.
Identity Compass® is an innovative
assessment instrument that uses an inventory of 'thinking
structures'. It registers how people think and how they
make decisions in typical work situations. It highlights
what motivates individuals, what their values are and what
their natural career goals would be. The on-line
Internet-based questionnaires search for the affinity a
person has with the kinds of words and phrases that relate
to particular language patterns. When we have identified
that affinity, behaviour can be predicted.
Identity Compass® gives clear guidance on
which individuals are likely to perform best in which
situations, and how improvements can be achieved via
training and/or Meta-Coaching in order to improve performance in
the workplace.
Identity Compass® registers thinking
styles, personal motivation factors and their realisation,
the method of information recording and processing, as well
as personal assets (skill sets). Every profile is as unique
as a human fingerprint. It is significant to point out that
this assessment tool does not type people, nor does it put
people into labelled boxes or categories. It measures
thinking patterns that predict the behavioural response in
terms of specific work contexts. The person is not the
problem - the filters that modify their behaviours cause the
problem!
Instead of measuring 3-4 factors and
ascribing to each of them a certain number of attributes (as
do the older assessment tools) Identity Compass® measures 51
attributes (thinking patterns) directly, and in this way
achieves a precision not previously possible. Identity
Compass® profiles are easy to interpret because the focus is
on one attribute at a time.
The Identity Compass® helps Business Owners
and Development Programme Managers understand whether candidates have the
ability to execute important required tasks, whether they
will be able to perform positively under stress, or be able
to work in a team. It also directs them as to how best to
motivate individuals to succeed on the job. It is actually
possible to estimate with a good degree of accuracy how long
someone is likely to stay on a particular job!
When desirable profiles are identified,
the results can be evaluated in comparison to other employee
or candidate profiles for the purpose of optimising
performance, workplace culture, team and job fit. Comparison
of the profiles of a whole team can be made, as well
individual to individual. All results are graphically
presented in a variety of views to show fine distinctions in
thinking-preferences, values, motivations and points of
intervention and improvement. The Identity Compass® is often
used to create "All Star Teams" of employees, associates or
members that are highly likely to work well together. It is
also used to optimize workplace dynamics leading to the
creation of more optimal working environments for employees,
so that the workplace is one where they can thrive and feel
at home.
Applications for Identity
Compass® Profiling:
o Improving one’s own leadership qualities
o Individually leading employees
o Individually motivating employees
o Professional change-management
o Designing optimal teams
o Discovering your own company’s culture
o Preparing and carrying out mergers
o Preparing entries into new markets
o Higher motivation
o Diagnosing problems in teams
o Showing potential solutions
o Optimizing teamwork
o Increasing job contentment
o Reducing costs when selecting applicants
o Short-listing and reacting quickly to
interesting applicants
o Designing appropriate job descriptions
o Designing optimal job advertisements in ways
that only suitable applicants will react
o Selecting applicants you really need instead
of those who are most impressive
o Improving recruitment security
o Discerning motivating factors
o Identifying job satisfaction levels
o Determining the exact need for training
o Aimed training
o Checking the success of the training
o 360° feedback
Contact us for more information on
Identity Compass® Profiling Systems
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"Limitations live only in our minds. If we
use our imaginations our possibilities become
limitless"
