PfP – the basics

Profiles for People offers a suite of twelve behavioural preference surveys, the first eight of which make up the original battery. Each survey has been carefully designed to report on factors relevant to the particular survey. The complete suite has 144 factors in total.

Respondents are presented with selected, easy-to-follow questionnaires. Each questionnaire presents over seventy paired statements. From each pair, respondents select the one statement that is ‘more like them’ than the other.

The respondent’s choices are processed automatically as each questionnaire is completed. A report, with text, chart and advisories, is available immediately.

Profiles for People is an open feedback survey system, designed and intended to be shared (privacy rights considered, of course). Each respondent controls a copy of their profile report and is invited to comment.

The twelve surveys of Profiles for People:

Examines what classes of activity people prefer to get involved in, according to their personal interests.

Samples preferences related to mechanisms of time management, and compares and contrasts these to preferences for the way time is spent.

Examines the external rewards and internal drives that relate to role performance and personal satisfaction. These are placed in the context of the past, the present or the future, with self-perception of progress toward personal goals.

Samples and displays the processes we follow to reach conclusions, ranging from open-ended reasoning to blind faith. Also surveys the likely structure and tone of transactions when communicating with other people.

Assesses operating style, by surveying proactive behaviors. In addition it assesses priority setting and self-perception of results to check how effectively people think they operate.

Defines twelve steps that make up a full action plan. Assesses where people are strong or need to develop.

Reports on perceived sources of pressure and tension, the extent to which people believe they tolerate these, and their response when they experience stress.

Defines twelve roles, each critical to the dynamics of any given group. In a group, any one person may fulfil any three or four roles at the same time. The blend and balance of these roles influences their effectiveness, as does playing too many or too few roles.

Surveys the human process elements that are known to be constructive in team interaction. Broadly, these include the stages of joining the team and fitting in, participating in team activities, and helping to make the team stronger.

Explores the interaction of task achievement, time usage and people, in the context of resources and processes, and examines parameters that affect team performance. Samples the means of carrying out tasks and using time and people effectively.

Samples the balance of strategies for learning, the approach taken to developing others, and the role or roles through which that development is done. Assesses the roles of adviser, tutor, counsellor and mentor.

Reports on preferred leadership environment, leadership roles, and leadership modes. Samples the preferred balance between structure versus chaos, and collaborative versus directive leadership. Weighs the preferred mix of strategic, tactical, situational or functional roles. Compares preference for the leader, planner, organizer and controller modes.

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