Profiling and Assessments

Human behaviour can be perplexing at the best of times. Using profiling and assessments to learn more about you and your teams is essential and more importantly, they help your team to learn more about themselves and each other.

MBTI – Myers Briggs Profiling Perth

The MBTI is the most established team building personality profile instrument used in organisations.

It is well known to offer the following benefits to teams:

  • Reducing unproductive work by improving communication
  • Identifying individual and team areas of strength and weakness
  • Clarifying team behaviour
  • Helping match specific task assignments to certain MBTI Types
  • Building an objective framework for dealing with conflict
  • Helping individuals understand how different perspectives and methods can lead to useful and effective problem solving
  • Predicting potential problem areas
  • Teaching team members to value and work with the strengths of others

The MBTI Team workshop includes:

  • Each participant arriving at their validated MBTI Type
  • Exploring the different preferences through a series of experiential group activities
  • Constructing a ‘Living Type Table’ for the team in the afternoon and exploring the team’s strengths and weaknesses
  • Reaching agreement on how the team will handle conflict better going forward as a result of the new understanding of personality

MBTI Team Building is a valuable experience for any group.

iWAM Profiling Perth

The Inventory for Work Attitude and Motivation (iWAM) is an online questionnaire to identify an individual’s attention filters and cognitive styles, also called metaprograms.

‘metaprograms’ – intrinsic motivations and attitudes that arise from the individuals beliefs and values that are a powerful force in filtering our experiences and a predictor of behaviours.

What do the Metaprograms tell you?

What are their priorities?

People/money/systems/activity/information/time/geographical position or status

Thinking styles at work
  • How much structure will they need in their work?
  • Are they motivated to pay attention to details?
  • Will they have a sense of overview and the big picture?
  • Will they be happy following a set process or procedure?
  • Will they be happy to generate alternatives and be creative at work?
Problem solving and attaining objectives
  • Do they have a problem solving approach at work?
  • Are they motivated to work towards objectives?
  • Do they identify and minimise potential pitfalls before they occur?
Dealing with change and time issues at work
  • How often do they need to change their job to stay energised?
  • How much do they learn from the past, or look to the future?
  • How do they approach change in their workplace on an ongoing basis?
Dealing with people at work
  • How satisfied will they be working with people?
  • How much social contact will they need at work?
  • Are happy to share accountability, or do they need to know their own and other’s contribution?
Mental Strategies
  • What is their decision-making strategy?
  • What do they need to feel convinced (to see, hear, do, or read)?
Primary Work Motivators
  • Are they primarily motivated to achieve at work?
  • Are they primarily motivated to take responsibility and power at work?
  • Are they primarily motivated to belong to a group, make friends and get on with people at work?

With the iWAM, one can predict what motivates a person, their work attitude, how they prefer to communicate, and how they prefer to act in their work context. iWAM allows the organisation to take into account the individual preferences and to value each person for their strengths. Using iWAM will help an organization make better use of the human potential of its workforce.

What would I use iWAM for?
  • Recruiting and Screening for Employment
  • Team Development
  • Organisational Culture
  • Succession Planning
  • Conflict Management
  • Coaching

Extended DiSC Profiling Perth

Extended DISC measures the unconscious behaviour and compares it with the conscious adjusted behavioural style, allowing the measurement of emotions.

It goes way beyond regular DISC in this regard. We can then look at the emotions being communicated by the respondent at the time of completion of the questionnaire, such as stress levels, uncertainty of his/her role, insecurity, frustration, pressure to change etc. It also enables the report to define the influence of the present environment on the respondent’s motivation as far as certain needs are concerned. This is vital information both for the individual and the organization. Below is an example from the report that indicates natural style vs perceived need to adjust. Typically this is a powerful indicator that a person is or is not behaving in a natural style and is adjusting their style to suit an environment or for other factors. This of course can take a lot of energy and decrease motivation! Helping individuals and teams to recognise strengths and find ways to work with their preferences is critical!

How does the process work?

The Extended DISC® Personal Analysis and Individual Assessments are very easy to use. The online questionnaires take only 20 minutes to complete. Individual debriefs can take between 60-90 minutes and teamwork workshops can be customised based on the outcomes the team want to achieve.

What are some of the applications?

Some of the most common applications for Personal Analysis in organisations worldwide are:

  • Leadership Diagnosis
  • Team and Organisation Development
  • Performance enhancement
  • Communication and Interaction skills training
  • Sales transformation
  • Customer Service improvement
  • Coaching

For more information that is specific to your needs contact us by emailing or call us on 1300 305 789