๐ฆ๐ฒ๐ฒ ๐ฏ๐ฒ๐๐ผ๐ป๐ฑ ๐ฝ๐ฟ๐ผ๐ณ๐ถ๐น๐ฒ๐, ๐ฒ๐บ๐ฏ๐ฟ๐ฎ๐ฐ๐ฒ ๐ต๐ผ๐น๐ถ๐๐๐ถ๐ฐ ๐ฎ๐๐๐ฒ๐๐๐บ๐ฒ๐ป๐.
Last week, during a catch-up with an ex-colleague, he mentioned that one of his former companies misused profiling results. They strictly matched candidates to profiles; if a candidate was deemed โsuitableโ based on the profile, they were considered. Otherwise, it was a no-go.
I get very alarmed and concerned when I hear about such practices.
As an accredited coach for profiling results, I love how the insights can support me in understanding the dynamics of individuals and groups. I value the consistent language I can use to help others understand how behavioural tendencies can impact their enjoyment and performance.
However, no matter how โaccurateโ or โreliableโ profiling insights are, they are just data.
We need to see beyond data.
When I have a person in front of me, I accord the rightful discernment and make my assessment holistic.
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I ask questions such as,
๐๐ฐ๐ฆ๐ด ๐ธ๐ฉ๐ข๐ต ๐ ๐ข๐ฎ ๐ฉ๐ฆ๐ข๐ณ๐ช๐ฏ๐จ, ๐ด๐ฆ๐ฆ๐ช๐ฏ๐จ, ๐ข๐ฏ๐ฅ ๐ด๐ฆ๐ฏ๐ด๐ช๐ฏ๐จ ๐ข๐ญ๐ช๐จ๐ฏ ๐ธ๐ช๐ต๐ฉ ๐ต๐ฉ๐ฆ ๐ฅ๐ข๐ต๐ข ๐ ๐ฉ๐ข๐ท๐ฆ?
๐๐ณ๐ฆ ๐ต๐ฉ๐ฆ๐ณ๐ฆ ๐ข๐ณ๐ฆ๐ข๐ด ๐ ๐ด๐ฉ๐ฐ๐ถ๐ญ๐ฅ ๐ค๐ญ๐ข๐ณ๐ช๐ง๐บ, ๐ท๐ข๐ญ๐ช๐ฅ๐ข๐ต๐ฆ, ๐ข๐ฏ๐ฅ ๐ค๐ฐ๐ฏ๐ง๐ช๐ณ๐ฎ?
๐๐ณ๐ฆ ๐ต๐ฉ๐ฆ๐ณ๐ฆ ๐ฐ๐ต๐ฉ๐ฆ๐ณ๐ด ๐ ๐ค๐ข๐ฏ ๐ด๐ฑ๐ฆ๐ข๐ฌ ๐ธ๐ช๐ต๐ฉ ๐ต๐ฐ ๐ง๐ฐ๐ณ๐ฎ ๐ข ๐ฉ๐ฐ๐ญ๐ช๐ด๐ต๐ช๐ค ๐ถ๐ฏ๐ฅ๐ฆ๐ณ๐ด๐ต๐ข๐ฏ๐ฅ๐ช๐ฏ๐จ? (e.g. ๐๐ฏ ๐ต๐ฉ๐ฆ ๐ค๐ข๐ด๐ฆ ๐ฐ๐ง ๐ข ๐ฑ๐ฐ๐ต๐ฆ๐ฏ๐ต๐ช๐ข๐ญ ๐ค๐ข๐ฏ๐ฅ๐ช๐ฅ๐ข๐ต๐ฆ ๐ฐ๐ณ 360 ๐ง๐ฆ๐ฆ๐ฅ๐ฃ๐ข๐ค๐ฌ, ๐ ๐ช๐ฏ๐ท๐ฐ๐ญ๐ท๐ฆ ๐ฎ๐ฐ๐ณ๐ฆ ๐ฑ๐ฆ๐ฐ๐ฑ๐ญ๐ฆ ๐ต๐ฐ ๐ค๐ฐ๐ฎ๐ฑ๐ญ๐ฆ๐ต๐ฆ ๐ต๐ฉ๐ฆ ๐ฑ๐ช๐ค๐ต๐ถ๐ณ๐ฆ).
If you or your organisation is using profiling insights in any talent areas, I hope this gets you thinking about how you are applying and leveraging them.
Data is only useful when we use it responsibly, ethically, and kindly.
