Tools to raise awareness and initiative

ANALYSIS AND DEVELOPMENT OF PERSONAL RESOURCES
- To identify and reinforce personal assets (Talents profile)
- To appraise resources and balance in the team (Team Profile)
- Statistical analysis

LEADERSHIP ANALYSIS AND DEVELOPMENT
- To lead a team (360Leadership profile)
- To coordinate projects (360Transverse profile)
- To act as an expert (360Resources profile)

ANALYSIS OF THE KEY REQUIREMENTS OF THE JOB
- To define the core target of the job (Job Priorities profile)
- To match the person’s Talents to the Job Priorities

The Talents profile

The Talents profile allows us to recognise our greatest assets. It highlights our personal strengths and helps us make the most of our natural resources in our professional lives.

Our talents are the foundation on which we build and understand ourselves. They manifest themselves when we feel a strong connection between what we do and who we are, and feeling at ease and happy multiplies our energy. When we are unaware of our individual talents, we build on an unstable foundation.

Based on a 15 minute questionnaire, the Talents can be supplied in different versions – short, medium or long – and includes the following chapters:

Assets in the workplace (version I, 6 pages, mainly used in career guidance)
With others
Career choices
Ability to change
Management style (version II, 14p., used in personal development and team building)
Team work
Personal development (version III, 25p., used in coaching coaching)

Talents V.II example

Team profile

Group the Talents of individuals to evaluate the team’s combined resources.

The Team profile is shown along with the team members’ Talents. To create this profile, it is necessary to have identified the Talents of each team member.

The Team profile checks that the team relies on multiple resources and ensures that tasks are divided amongst its members in a strategic way. A balanced team, that is to say one that comprises complementary resources, has a greater potential for power and success than a team composed of identical or similar profiles.

Used in team building, the Team profile fosters mutual knowledge and understanding – essential for the proper functioning and success of the group.

Main applications of the Team profile:

Identifying individual strengths within the team (team coaching).
Analysis of the team: its strengths, its weaknesses, its development axes.
Optimizing the distribution of tasks.

TEAM Example

The “Talents” statistics

Group the Talents profiles to establish the “Talents” statistics.

The “Talents” statistics are used to identify the working characteristics of a selected group of people and then compare them to a ‘control’ set of people, or the general population. To produce the “Talents” statistics profile, you need to first have produced the Talents profiles of the people in the original group.

These statistics are useful in understanding the talents and characteristics of the original group; why they perform well and why they underperform. They also highlight the selection criteria that needs to be applied when recruiting new members.

Main applications of the “Talents” statistics:

Identifying the characteristics of the studied group.
Comparing its characteristics with its actual performance.
Identifying recruitment criteria for new members.
Comparing its characteristics with those of other populations.

The 360° profiles

Leadership development

The 360Leadership (used with team leaders), 360Transverse (used in project management) and 360Resource (used with experts) have been developed within companies to identify the strengths and areas of improvement of managers.

The performance of the company fundamentally depends on the quality of its managers, who are at the heart of everything it does. Therefore the managers’ skills must be measured and strengthened to help them become effective advocates for developing people, teams and organizations.

Based on a multi-perspective approach, the 360° profile offers individuals feedback on how they work, as well as advice and ways for personalised development. Should he/she strengthen his/her capabilities as a leader, as a decision-maker, as an organiser?

The two 180°TeamCooperation and TeamCompetences360 profiles provide feedback on the way the team works as a whole.

Main benefits of 360° profiles:

Provide precise and constructive feedback (from the subject themselves, from the supervisor(s), from direct collaborators, from peers or external collaborators) on essential performance criteria.
Identify strengths and areas of development.
Encourage taking a step back from the individual’s own functioning and establishes open and frank relationships, based on sincerity and trust in others.
For HR people: consolidate the 360° profiles of managers to statistically identify functions that require particular reinforcement.

Note : TLP-Navigator also creates specific 360° profiles, which take into account the criteria the company considers to be crucial.

The Job Priorities profile

To identify the core mission

Among the many tasks an individual needs to fulfill as part of their job, some are absolutely crucial in order to ensure top performance. They represent the Priorities of the job. It is precisely on these Priorities that the individual performing the role must invest maximum energy, it is they who require his/her Talents.

How to identify the Job priorities :

– by soliciting people who, through their knowledge and experience of the activity, are able to identify the key requirements of the job.

These people are invited to complete a questionnaire. Their answers make it possible to establish the Job Priorities profile, which identifies the specific actions that need to be performed at the highest level in order to be successful in the role.

Main applications of the Job priorities profile:

To verify that the occupant of a position, his/her manager and the HR manager have a shared vision of what has to be essentially achieved in the job.
To define by common agreement what is priority and secondary in the job.
To identify the Talents required to succeed in the job.
To establish performance indicators of the job and a performance evaluation system.
To assist the individual in managing his/her time according to the requirements and priorities of the job.
To measure the adequacy between a person’s Talents and the Job Priorities.

l'adequation, correspondre le talent de la personne au profil du poste

Adequacy: matching Talents and Job priorities

To find out if the Talents of the person correspond to the Job Priorities.

The Adequacy matches a person’s Talents with the Priorities of his/her Job to see if his/her resources and predispositions are appropriate to that position. Research shows that a Talents / Job Priorities rating over 70% is essential for high performance in the job.

A person with personal Talents in relation to the Job Priorities spontaneously invests his/her energies fully in the task, and performs the job with pleasure, using their natural ability. Work becomes a source of confidence and the person is capable of high performance in the long term. On the other hand a person whose Talents are not compatible with the Job Priorities must multiply their efforts to meet the requirements. Despite his/her efforts, the person usually achieves only average results. Their preferences divert them from their core objectives and tend to direct him/her towards secondary goals.

To carry out the Adequacy analysis, it is necessary to have first identified the Job Priorities profile of the position in question, and the Talents profile of the person whose adequacy rate is to be measured.

Main Applications of the Adequacy Analysis:

Measure the match rate between a person’s Talents and the Job Priorities of a position.
Understand or anticipate the cause of high or low performance.
Develop a training plan tailored to the needs of the person in the position.
Inform the person in the position how to manage his time according to the Job Priorities.

Main applications

Self-knowledge and personal development
Career guidance
Interpersonal relationships
Management style and leadership performance
Cohesion and Team Performance

Characteristics of the products TLP-Navigator

Control and follow-up by the Certified consultant of the production process (from sending the questionnaire to printing the profile)
Consistency indices to assess the consistency of responses
Choice of the size of the profile (Talents in short, medium or long version)
Direct payment system, simple, with sliding scale rates
Available in English and French

Tools to raise awareness and initiative

ANALYSIS AND DEVELOPMENT OF PERSONAL RESOURCES

LEADERSHIP ANALYSIS AND DEVELOPMENT

ANALYSIS OF THE KEY REQUIREMENTS OF THE JOB

Personality analysis

Leadership analysis

Job analysis