FREE DISC PROFILE

Every month we give away five free DISC Behavioural Style Profiles!

To enter the draw, we need you to answer the following questions. All fields must be completed.

Are you ?		Manager Team Leader
How many staff report directly to you?
First Name:			Last Name
Company:
Address:
City:
Phone:
Email:
		* case sensitive I can't read that image... give me an easier one!

THE NEXT GENERATION PSYCHOMETRIC TOOL

As en ex-Human Resources Manager, I became very discouraged by the profiling tools on the market. They were only good up to a point; there was still that element of subjectivity.

I wanted a tool to give me a very decisive yes or no in two main areas:

Recruitment:
If I was down to the last two candidates, I wanted something that would give me objective data to decide which person I should employ. So often we recruit someone who looks good on paper, and interviews well and within a very short space of time we are asking the question - DID I REALLY EMPLOY YOU? (my latest book).

Promotion To Manager/Team Leader:
Every organisation makes the same mistake: We promote our best widget maker or best sales person into management (and these people expect to be promoted). We have now made two mistakes–we have lost our best salesperson and we have gained a lousy manager, because management requires a different skill set.

There is hope! Through assessments we can pare a person down to their very DNA. There is no escape from their understanding of the human psyche.

Last year I was working with an organisation that wanted to promote a team member to team leader and the two obvious internal candidates could not have been more opposite.

One candidate was fairly quiet and technically brilliant, but the fear was he may be too soft when hard decisions had to be made; the second candidate was very autocratic and not very popular with co-workers, but always achieved results on time and under budget. Neither candidate was ideal but a decision had to be made so we decided to trial the TriMetrixEtool to give us more information.

Our leanings were towards the first candidate; we felt it was probably easier to teach someone to toughen up than to soften up. WRONG! The tool gave us information on the two candidates that was staggering. Our softie was a people pleaser and would have had great difficulty in making the harsh decisions required to get product out on time. The biggest surprise was our toughie; underneath all the bluster and roughness was a coach and a mentor. He loved growing people. We are now teaching him how to communicate more effectively, and the results have been amazing.

Using the tool saved us from not only making a grave mistake in promoting the wrong person; it helped us discover a person that was hiding behind a tough mask.

I will now never recruit or promote without using this tool.

Ann Andrews