how can it help desenvoler leaders?


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Whether it’s in managing people or identifying – and subsequent retention – of talent, behavioral profile analysis stands out as a differential for Leadership developmentKnew?

After all, through the use of their techniques, it is possible to deepen the knowledge of the leader in quality and, especially, in the behavior of each employee and professionals in selective processes, further qualifying decision-making.

But the use of behavioral profile analysis is also highlighted by other factors. And throughout this post, we will see how it relates to leadership development and how to fight market competitionwith this tool. Check!

Understand how you can use behavioral profile analysis

Overall, analysis of behavioral profiles has broad as varied use and can be used in:

  • Selection processes
  • Assessing employee performance
  • A research tool to assess possible promotions;
  • Transfer of specialists to other departments
  • training and other training activities.

Its versatility is due to the definition of a profile better aligned with the institutional pillars of the company. A display that even helps in the development of leaders.

And you know which way? From an in-depth study of the desired profile to take a stand, and what are the appropriate qualities needed for each one.

See the qualities inherent in different leaderboard profiles

There are different styles of leadership. And it does not make one better than the other, but highlighted the occupation of different types of positions.

Thus, behavioral profile analysis initially contributes to the specific delimitation of other profiles, and in the subsequent relationship with the development of leaders such as:

Executive

It is easy for them to command people with self-confidence and solid positioning. They are determined and focused on the goals and timing that need to be met, and therefore have a keen sense of urgency, usually typing at a faster pace for themselves and their team.

Motivator

They tend to lead in a more relaxed, positive and liberal way. They seek to connect and develop positive influence relationships with their leaders. The quality of life of professionals is as important as the results – remembering that happy people are more productive.

Methodical

They are open to the views of their leaders and make decisions in a more general way. Thus, the opportunities for participation and joint creativity are greater, which contributes to the fact that the group feels more valuable.

They are more conciliatory, value harmony in the group and teamwork, contributing to a closer relationship to cooperation. After all, they are professionals who tend to make room for suggestions, criticism and ideas by being receptive to them and thus allowing their team realize your dreams.

Systematic

They are self-disciplined, serious and focus on work related to tasks and activities, anticipating the same attitude of their leaders.

They usually create more formal conditions, with the team focused on their tasks and a few relaxed moments.

Assess the importance of people’s development

When we talk about developing leaders, we face a problem that initially involves identifying profiles – based on the listing above, and using appropriate tools to achieve them. A case of behavioral profile analysis.

It turns out that the context of this differential is connected with the essence of human development. Something crucial for the growth of any company, regardless of its activity sector or size.

When a company is engaged not only in the development of leaders, but also with all its human resources, the benefits are varied, for example:

  • Attracting more professionals to the market;
  • More retention of internal talent, as well as reduced staff turnover;
  • Improving the company’s reputation in the market;
  • added value to the brand’s customers.

Not to mention the growth potential that is across this skills of the workforce. Which brings us back to the importance of analyzing behavioral profiles.

With it, leadership development can be additionally beneficial and then we highlight the points that need to be taken into account in yourdomestic app.

Discover the secrets of good behavioral profile analysis

As we emphasize throughout the article, leadership development can be improved using behavioral profile analysis. But more than that, we also note that there is no “better profile than others.”

In turn, we present characteristics that help in the construction of this type of professionals. Thus, HR has the best conditions for alignment Managementbased on the needs of position and skills and behavior presented.

A simple example: the motivating profile of the leader we have highlighted previously is less considered in positions that require a firmer, more rigid and decisive position.

To do this below, we’ve put together a few useful considerations, so when you look at behavioral profile analysis, you’ll be working effectively to develop company leaders. To them:

Reject extremism

When doing analysis, it is important to understand that specific characteristics for each position are critical, but provided they are weighted.

The model situation for this is a dominant style, which, in abundance, can become a small aggregator and even unproductive because of conflicts with the team because of this.

Thus, in the course of the analysis, take into account the qualities to which we aspired, but without extremism. A professional hybrid is as interesting as someone who can’t escape its most current characteristics.

Give full feedback

Based on the analysis, expose the results for each person. In doing so, it learns to be flexible, dominant, exciting and aggregator, among other characteristics.

For leaders, feedback is an enriching way to put hr companies in a more strategic and continuous learning role.

Using technology to benefit the company

Finally, the fundamental advice for leaders is to make the most of the best technological tools.

In this case, in particular, we are talking about the assessment of the CIS, which has an appropriate participation in the preparation of self-knowledge and from effective communication.

Its use dates back to the mid-1920s, developed with the essence of DiSC behavioral theory – conceived in turn by psychologist Dr. William Marston.

If you’re looking for basic help in behavioral profile analysis, you want to use it to develop leaders in your company, We invite you to try tasting exclusive Febracis software! A quick, affordable and effective way to build more and more qualified professionals in your company!

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