WT Personnel Diagnostic

At the end of the day, people do business with people rather than businesses doing business with business – in short, businesses do business through people.

For this reason, and to ensure our client’s enhance their performance, WT emphasises having the right people in the right roles at the right time.

WT uses a very simple but insightful Personnel Diagnostic instrument to quickly gain an understanding of the alignment of each individual to:

The industry they are in
The function they are in, e.g. Marketing, Sales, HR, IT, Finance, Operations, Logistics, Engineering, Manufacturing, etc.
The role they are in, e.g. operational, team leaders, managers, senior executives, directors, etc.
Their interests, attitudes and motivations
Their skills, capabilities and identifying where enhancements might be required plus identifying performance interference factors and how to address them

Applications of the WT Personnel Diagnostic include:

Recruitment – obtaining insights into behaviours and performance aspects prior to people joining the organisation => getting it right the first time.
Career Development – ensuring the people are in the right role, function and organisation to support their performance.
Career planning - based on insights from the WT Personnel Diagnostic.
Identifying learning and development needs.
Change Management Programs – identifying at an individual, team, department and organisational level the propensity to handle change. We also provide insight into motivators/de-motivators for personnel to adapt to changed situations, i.e. insight is provided as to how to proactively manage change to deliver desired outcomes.

Scenario
The IT department of a major company wanted to improve customer service delivery times by ensuring the right balance of internal and external resources were used for each project. The IT Manager wished to ensure that their IT staff were appropriately supported through the transition process, whilst the IT staff wanted to ensure their roles remained meaningful, i.e. that the external resources didn’t get to do all of the interesting new work, whilst they were left to do the mundane work.

Approach
WT used its Personnel Diagnostic instrument with the IT staff to identify issues such as decision making capability, delegation ability, project management skills, etc. at an individual, team and department level. WT’s consultants also interviewed internal customers and suppliers to gain their perspective and insight. IT staff were provided with feedback on their profile regarding strengths and possible interference aspects related to the change of emphasis.

Outcome
WT was able to identify capability/skills gaps at an individual, team and department level and put in place coaching, mentoring and training programs to optimise the transition process and the consequent outcome.