Unlike other forms of profiling or psychometric testing, Experiential Profiling shows users WHAT TO DO in
order to improve their productivity and RESULTS
EXPERIENTIAL PROFILING is an interactive feedback system which identifies how any individual can maximise their success. It is tailor-made to individual roles by transforming the key elements of that role into a checklist of HOW TO DO IT - Brilliantly AND and BADLY!
Experiential Profiling is easy to learn, easy to use and remarkably effective! The Bright and Dark sides are presented on opposite sides of a reference card with instructions tailored to each application.
How Experiential Profiling Works
It is, in effect, a form of “Job Description”!
For each application, the 12 profiles (6 Bright and 6 Dark) between them describe all the good ways to behave to be effective in the role being described, egs: positive body language, always consults others AND all the common faults that inhibit success egs: resists change, impatient, impulsive, speaks before thinking!
The Learning is in 3 Ways:
Subliminally - the good behaviours are repeated throughout the Bright side profiles, so participants learn from the process itself - that, for example, listening or positive body language is required
Acknowledging what you, as a unique individual, HAVE TO DO to boost your success
Learning to see yourself AS OTHERS SEE YOU - this is usually done openly in a group with teammates saying what "label" they think best suits you (usually with much laughter!); but can be done anonymously (writing on cards, for example)
It is also non-threatening! No-one is obliged to tell the truth to others about themselves! As the epigram from the book THINK ABOUT IT! says: “It is ok to lie or make excuses to others, but always be honest with YOURSELF!”
Key to using Experiential Profiling is that NO-ONE is only one type and some people will say “I think I am a bit of all of them” (often to get out of actually choosing!) So the reply should be “yes, but none of us are the same, so you must be honest with yourself and select one or two (maybe even three) that are your DOMINANT characteristics”
The objective of Experiential Profiling is NOT to “Label” ourselves or others, but to THINK ABOUT ourselves and others in our work roles
Below is an example of the full Experiential TEAMWORKING Reference Card. HOW to use it, including explanations of things like “antidotal behaviour” are in both the relevant books and D.I.Y. Kit. Hover over image to Zoom in on words.
Applications of experiential profiling
The 3 generic applications of Experiential Profiling can be
REFINED AND PERSONALISED FOR CLIENTS
to be an accurate description of the roles of their target group
- what they should and should not DO in order to be successful
LEADERSHIP - TEAMWORKING - SALESPEOPLE
The 12 Personality Types for Each Application are:
Experiential TEAMWORKING Profiling
Initiator, Pragmatist, Achiever, Competitor. Carer, Arbitrator
Indulger, Dominator, Defender, Loner, Impetuous, Inhibited
Experiential LEADERSHIP Profiling
Conductor, Engager, Inspirer, Visionary, Respected, Strategist
Chameleon, Steadfast, Buddy, Driver, Impulsive, Politician
Experiential SALESPEOPLE Profiling
(see Selling and Influencing)
Stakeholder, Strategist, Enthusiast, Winner, Performer, Charmer
Controller, Entertainer, Friend, Doer, Actor, Egotist
Where we include Experiential Profiling in bespoke training of any kind for a client, it is a NO-COST option. Stand alone workshops are from £1,200.
The purchase price of a kit to D.I.Y. is £300.