Organisations

We assist you so that you hire only the right candidate consistently. In our C3 Suitability Assessment Report (C3SAR), we provide our assessment using the RMP on how suitable the candidate is to the job, how good a fit to the company by matching his RMP with the job profile requirements. We also assess his potential and possible behavioral or motivational issues which may hinder his performance and potential.

When promoting someone, his RMP can give a very good reference point on his suitability and any specific developmental action which he may need.

Our teambuilding workshop which uses the RMP generates sustainable potential in the performance of a team by making every team member understand the kind of person his other team members are, understand their needs and values differences, have tolerance of personality differences so as to create effective team collaboration. By knowing each other’s values and motivators, their acceptance and tolerance of each other’s differences will result in sustainable strong team work and performance.

When forming a team, the person most suitable to make the team effective can be determined by looking at his RMP. Is he the kind of person who will strengthen the team?

We can develop a developmental plan specific to the staff’s individual Reiss Profile so that identified possible issues which may hinder his performance and potential are brought to his awareness and appropriate developmental actions are taken. Specific values and motivators can also be further nurtured to strengthen his performance in his current job and his potential for bigger responsibilities.

Using the RMP, we facilitate executives and managers understanding what makes them tick, what are their values and motivators which would determine their behavior.  A leader or manager who has self-awareness, who understands who he is and knows what his blind spots are and does something about it will be effective and his performance will be sustainable, his full potential realizable.

Through the RMP, managers will know what is important to the staff and what motivates him. This will empower the manager to manage his staff individually and in the manner that the staff responds positively, is motivated and feels engaged.

We resolve conflicts by getting the RMPs of the parties in conflict, discussing their differences in some of their values and motives and how these differences are the cause of their conflicts. Describing the conflict in terms of human needs serves to diffuse the situation through the encouragement of mutual understanding. People who understand each other’s motives and values can learn to get along even when they have different needs or values.