Appraisal, Development & Profiling Tools

An Introduction

The use of diagnostics to profile human attitudes has, until recently, consisted largely of an expert analysis provided as feedback to individuals whose role is that of passive recipient. Little help is provided in understanding the context of the profile or its consequences. It is seen as a statement of truth rather than the start of a development process. This applies particularly to personality profiles linked to behavioral norms. Quite often the individual is left with a ‘label’ e.g. introvert/extrovert.

In her research Dr Chaffers-Jones questioned this approach, particularly from a development point of view. Feedback should provide a basis for a development programme that addresses the main needs of individuals in the context in which they operate, rather than in comparison of norms. To this end 121 COACHING uses a set of development tools that provide an interactive process where the profiling begins, or is integrated within a proven development program.

Individuals then work with the knowledge of themselves they have gained, checking its validity. Individuals can then use the material in a way that is most relevant to them in that context.

This facility to challenge the profile and integrate its results into day-to-day work issues is one of the most significant differences from the standard historic approaches.

For significant behavioral change to occur individuals must be motivated. This motivation comes from a change in the beliefs people hold about the value of the behavior and the probability of successfully achieving their goal. 121 COACHING appraisal and development tools allow individuals to work at analyzing personal values and using the structural depth of the tools to create significant and lasting behavioral change.

The developmental tools include:

• Human Information Processing explores the thought filters we use both in our own environment as well as in the workplace. Research demonstrates there is invariably a difference between the two. During the feedback session the costs and benefits of these variations are explored together with the ideal profile for the individual's role/goals. The likely thought patterns of others in the business are evaluated, and this information is utilized to improve effective communication and leverage influence.
• 360 Feedback & Review tool invites input from peers, seniors and direct reports to produce separate comparative maps of the perceptions of others versus our own perception. The value of feedback and review to encourage teamwork and trust is explored and evaluated.
• Leadership in Action explores the individual's performance level in relation to the levels demonstrated by successful global leaders. 20 leadership criteria are rated and the costs and benefits of the individual’s variances across six chosen criteria are explored and evaluated reference the individual chosen goals.