• Corporate Profiler

    Corporate Profiler Elisabetta L Faenza

    Utilising the concepts developed in The Energy Code, Elisabetta has developed a 360-degree Profiling system for individuals, middle managers, executives, teams and organizations. With a unique suite of analytical tools, her team is able to improve talent retention, innovation, morale and productivity.
     

    INDIVIDUAL BENEFITS

    360-degree Profiling provides a comprehensive picture of an individual’s physical, mental, attitudinal and behavioural fitness. This feedback can become the catalyst for further professional development and assist with career advancement. Profiling provides the individual with a snapshot of their risk factors, and strategies to empower them to engage in a commitment to a healthier lifestyle. In addition, it pinpoints degrees of engagement in the workplace and provides feedback about energy levels and attitude.
     

    ORGANISATIONAL OUTCOMES

     
    PROBLEM
    In today’s multicultural workforce differences in communication styles, decision-making preferences, energetic orientation and cultural background can impact team effectiveness. 360-degree Profiling, assists members of a multi-cultural workforce to achieve stronger engagement and affiliation and improved productivity. Our systems provide an engaging learning framework, enabling team members to develop an agreed set of goals to improve personal health, emotional health, team interaction and performance.
     
    SOLUTION
    Teams are encouraged to participate in a process involving individualised assessment and feedback of their 360-degree Profile. They may then participate in an experiential workshop designed to address team interactions and agreed approaches for communicating, managing conflict and utilising diversity within the team to achieve OH&S and performance objectives.
     
    RESULTS
    For the individual, 360-degree Profiling is often the starting point for a renewed sense of commitment to their health outcomes, as well as personal and professional development. It can transform the way team members function together and contribute to a safer, more productive work environment, while acknowledging differences in energetic orientation and attitude.
     
    Teams gain insight into their strengths and address the challenges they identify through the process. Trust is increased between team members, enabling them to make constructive use of personality type differences within the team, improving performance and efficiency; resulting in tangible dollar savings. Through a process of testing, evaluation and feedback of human resources, we are able to provide an organization with a detailed picture of their productivity levels and make recommendations for improvements as necessary.
     
    While the individual is provided with their own results, all data submitted to the organization is anonymised to protect privacy. Group cohorts, however, provide a clear picture of team functionality and can be used to identify trends and any missing skill-sets for development.
     
    Using Gold Standard profiling techniques we can provide an accurate snapshot of the health, energy levels and productivity of your organisation. Statistical Inference, drawn from 360-degree profiling, facilitates organizational benchmarking.
     
    Guided by this information, your organisation can refine recruitment procedures, talent retention and staff development; enhance workplace attitudes, health and safety, and improve productivity.
     
     

    THE PROFILING PACKAGE

    A. PERSONALITY PROFILE
    We provide Gold Standard Testing using the Myers Briggs Type Indicator for individuals and organizations. Our profiling will provide your team members with a clear understanding of their individual and group personality dynamics – including psychological preferences in how they see the world and make decisions. This provides HR managers with valuable data to maximize individual and group potential.
    Services include presentations, profiling and debriefing workshops covering:
    (i) Myers Briggs Type Indicator Step I
           a. Individual Profiling
    (ii) Myers Briggs Type Indicator Step II
    1. Organisational Development
    2. Staff Development
    3. Conflict Management
    4. Leadership Development & Teams
    5. Blood Pressure
    6. Blood Glucose and Cholesterol
    7. Body Fat, BMI and Waist to Hip Ratio
    8. Genetic Risk Factors
    9. Metabolic Type
    10. Recovery
    B. PRODUCTIVITY PROFILE
    The Bucket Revolution is an innovative, proprietary programme bringing recent discoveries in the fields of quantum biology and genetics to improve human and business performance. This cutting-edge programme provides the missing link in human resource management.
    Services include presentations, profiling and debriefing workshops covering:
                (i) Energetic Health Profiling
                            a. Quantitative Analysis of Individual Energy Levels             
                            b. Qualitative Analysis of Individual Disposition
                (ii) Productivity Profiling
                            a. Quantitative Analysis of Workplace Performance
                            b. Qualitative Analysis of Workplace Attitude
               
    C. HEALTH PROFILE
    We provide a full range of health testing services. Our profiling will provide your team members with an accurate picture of their heart, bone health, weight, aging, fitness, detoxification status and risk factors.
    Services include presentations, profiling and debriefing workshops covering:
     
    (i) Fitness Testing
           a. Upper Body Strength
           b. Core Strength
           c. Flexibility
           d. Cardiovascular Fitness
    (ii) Biometric Testing
    (iii) DNA Testing
    Body Fat Metabolism
    • Lipid Metabolism & Insulin Sensitivity
    • Lean Body Mass Development
    • Cardiovascular Health
    • Muscular Health
    • Bone Density
    • Inflammation and Oxidation
    d. Nutrition
    • Detoxification
     

    THE CORPORATE ADVANTAGE

    360-degree Profiling is a unique programme, which provides a comprehensive, objective methodology to determine workplace health and productivity and optimise performance.
     
    The Profiling Package can be tailored to meet specific customer requirements, allowing organisations to focus on areas of priority.
     
    An organisation can utilize 360 degree Profiling to resolve a specific workplace performance issue, or to form part of an ongoing programme to improve workplace health and productivity.

  • Individual Profiling

    Individual Profiling Elisabetta L Faenza

     

    Introduction

     

    In addition to MBTI based Personality Type Profiling, Elisabetta has created her own proprietary tools to help individuals and business owners uncover their deeper purpose and align their vision and mission to this core concept. Participants discover their larger context and can prioritise activity, increasing productivity and satisfaction; providing a solid foundation for decision making, business strategy and succession planning.
     

    Background to Personality Profiling:

     

    In the 1920s, Swiss psychiatrist Carl Jung wrote Psychological Types. His work became one of the most widely used personality models in the world today: Type Theory.

     

    You might be familiar with the Myers-Briggs Type Indicator® (MBTI®), a self-report questionnaire that helps people locate where they best fit in Jung’s theory.  After decades of published studies, researchers have confirmed sixteen basic personality types, each of which can be named by a four-letter Type Code (“INFP”, “ESTJ”, etc). Each personality type can also be represented as a cluster of related themes.

     

    The application you recently used allows you to quickly assess which of the Sixteen Types fits best for you or an acquaintance, and provides useful information about each Type such as: contributions to teams, what kind of input gets a positive response, and so forth.

     

    Why are there sixteen Types? Here is the full story:


    First, Dr. Jung identified four mental functions — today known as cognitive processes. We focus our attention and gather information using Sensing (“S”) and iNtuiting (“N”), and we organise our experiences and make decisions using Thinking (“T”) and Feeling (“F”). These are technical terms; for example, “feeling” here does not mean emotion — it refers to cognition based in values.
    Jung then described how each of these four processes plays out in a person’s “internal world” (“I”) of thoughts, feelings, memories and imagination; the “external world” (E) is one of actions, people, tools and organisations. Thus, there are eight cognitive processes:

     

    1. Extraverted Sensing
    2. Introverted Sensing
    3. Extraverted Intuiting
    4. Introverted Intuiting
    5. Extraverted Thinking
    6. Introverted Thinking
    7. Extraverted Feeling
    8. Introverted Feeling

     

    By the way, people are familiar with the term “extroversion”, but Jung coined the term and originally spelled it “extraversion” — a spelling still used by practitioners today.

     

    People have potential access to all eight cognitive processes, but in practice develop a preference for only two. Everyone can perceive and make decisions; everyone also has a conscious experience of their personal, internal world as well as the external world around them. A minimal of two processes is needed to cover all of these bases.


    For example, someone might have a preference for “Extraverted Thinking” and “Introverted Sensing” — the Thinking process affords decision-making while Sensing affords perception; together, the person has both an Extraverted and an Introverted side.
    Of the two preferred processes, one is Dominant: it plays the lead role. If the Dominant process is Extraverted then the person tends to extravert; if the Dominant process is Introverted then the person tends to introvert.


    When we take into account the presence of a Dominant process, the result is sixteen personality Types.


    In the 1940s, Isabel Myers and her mother created a pencil-and-paper questionnaire to help identify which of the Sixteen Types best describes someone. To keep it simple, the Myers-Briggs Type Indicator® asks people to select from two options along four dimensions of personality, like this:

     

    1. Extraverting or Introverting?
    2. Sensing or Intuiting?
    3. Thinking or Feeling?
    4. Judging or Perceiving?

    Myers created the Judging / Perceiving dimension in order to locate which cognitive process a person preferred to show to the outside world. If a Type has a “J” in its Code then the Type shows either Thinking or Feeling to the outside world. Conversely, if a person has a “P” in its Code then the Type shows either Sensing or Intuiting to the outside world.


    Since the original questionnaire, many professional statisticians and psychological assessment designers have improved it; creating what is now the most-used assessment today. As of 2008, there are over six-thousand published research studies on Type Theory.
    An example of Type:


    Here is an example that explains the “INFP” Type Code:

    • - The middle two letters in the Code (“NF”) indicate a preference for the Intuiting and Feeling cognitive processes.
    • - The first letter (“I”) indicates that the Dominant (Lead) process is Introverted (kept to oneself).
    • - The fourth letter (“P”) indicates the process shown to the world is Intuiting (Extraverted Intuiting).

    Thus, INFP’s dominant cognitive process is: “Introverted Feeling”.


    Types share commonalities and differences. As you read about each Type, you will sometimes find similar language. For example, both “ISFP” and “INTJ” share a preference for Introverting; this is apparent from their four-letter Type Codes. You will also find qualities that go beyond the Code; “ISFP” and “INTJ” both take a pragmatic approach to problem solving and feel free to do “whatever it takes to get the job done” — for both, accommodating others’ standards and expectations takes a backseat to getting a useful result. Commonalities are bridges to getting along better on teams — and one-on-one.


    Myers hoped that improved self-knowledge would allow people to better choose a job they would enjoy; creating a climate suitable to a more peaceful world. Today, Type Theory is used by counsellors, consultants, educators and managers all around the world. The ethical use of this theory demands that people view Type Theory as only one data point about themselves, rather than as a “box” or a “label”.

     

    Improved knowledge of ourselves and others encourages several positives:

     

    • - We spend less time expecting others to be like us.
    • - We spend less time trying to be like others.
    • - We spend more time being ourselves; doing what we do best.
    • - We find we can flex more often and grow more easily.

    Remember: everyone is unique. Type Theory is just a model — a convenient fiction. It provides a language or a lens; a start to better understand someone — even when that someone is you!


    Type is genetic and considered an emergetic trait – that is your personality is not determined by one gene, but by a cluster of gene types that make up the whole you. Your personality emerges somewhere during childhood and adolescence. People’s personalities don’t change, but they can develop skills to improve areas they feel are less developed. The goal is NOT to become an all rounder. The most successful individuals have distinct personalities and know who they are, what they like and don’t like, and how to thrive, but they also know how to get the best out of others.


    Personality traits are being shown through extensive research to align with certain career paths, and patterns of brain resource usage – there are exceptions of course, and sometimes those exceptions revolutionise their profession or industry.

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