100 Percent Understanding with CheckPoint 360 & Profiles Team Analysis

  Today's economic reality calls for team players. Your team managers nod their heads each time you say that, indicating that they understand.
But right after your last meeting, three managers tell you that Dan, a capable worker recently promoted when his supervisor retired, is running his team like it's in another city. They complain that he:

• hoards information they need and won't give them crucial
• won't change anything, even the times his employees come to work, even though every other department has made the necessary time adjustments required by new staffing reductions; and
• does not communicate well, even with those who report to him directly. He shuts his door, won't answer his phone and sends out email edicts to his workers.

You know that Dan is capable of doing better. So as you ponder the next step to take with him, consider the helpful information offered by CheckPoint 360^TM and/or Profiles Team Analysis^TM.

CheckPoint 360^TM
You promoted Dan because you saw his ability and eagerness, and because you believed that he was ready for more responsibility. Now you need to look at his specific strengths and weaknesses. CheckPoint 360^TM will help you answer these questions:

• What strengths of this manager can I capitalize on?
• In which areas does Dan need to develop?
• How can I provide guidance in this area?
• How do I effectively manage conflict within his team and with other team leaders?

CheckPoint 360°^TM uses 70 interview questions about behaviours that will provide a clear picture of Dan's capability in areas such as communication, leadership, adaptability, relationship-building, managing tasks, productivity, development of others, and self-development.
Profiles Team Analysis^TM
This assessment will give you information about Dan and his team members to help improve the team's balance, effectiveness and performance. It provides a four-part report that includes:

• team leader and team member scores on each of 12 essential team-building factors;
• characteristics not represented well on the team;
• information that team leaders can use to capitalize on the natural characteristics of team members to accomplish team goals; and
• a summary of how to supervise to get the best contribution from every team member.

These two products are more efficient than heads nodding in agreement. Call Profiles International at (613) 9822-1309.   ( info@profilesinternational.com.au )   

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