Emotive Profiling

This methodology has been developed over the past 9 years and applied to many different people in various contexts.

It relies on revealing the emotional state of the person (positive or negative), and to what degree that emotional state is (mild, strong or very strong). A test instrument is completed plus an interview. An investigation phase is the next step to verify facts. This will include previous colleagues, co-workers etc. Then another interview is made to present the facts to the individual. Finally an assessment is made and a report is made. This process can be as fast as a few minutes in a passenger air terminal to 10-15 working days with a detailed high level hiring decision.

The strength of the profiling technique is that it is virtually impossible for a person who wishes harm to hide their true emotional state from the profiler. Any lies unfold quickly with the investigation phase, and then the final interview consolidates the assessment of the individual.

Effectiveness

Some examples are given below of a variety of applications of Emotive Profiling. Confidentiality does not allow us to identify individuals or organisational names, but we can give a few examples of what Emotive Profiling is able to do.

• Accurate

One Director of a bank reported astonishment at the profile’s accuracy in revealing what his weaknesses were likely to be when under pressure, something that he never wanted to admit to anyone.

• Direct

An executive of a European accounting firm expressed surprise in a team building exercise that the profile made sense of his whole situation and that really he was in a negative emotional state.

• Effective

In an international oil and gas enterprise, this approach was used where a malevolent executive was wreaking havoc in the company. With him present, Emotive Profiling identified where and how this was occurring and what the best way of managing him would be. Two weeks later the individual transferred by his own choice out of the executive management team as he realised that he was uncovered.

• The truth

A different use of Emotive Profiling was on someone who was given a bad reference by his former employer. Being an executive in the financial sector, it  meant he was unemployable. After each of several promising interviews the recruiters checked his references and were told untruths by the former boss, a bullying CEO who was still engaged in damaging the former employee’s reputation. The executive concerned was found to have a positive emotional profile and was able to rebuild his career.

If you wish to have a confidential assessment of yourself or your team please Contact Us