Profile Debriefing

There are a range of profile instruments in the market place that can be used to:

  • raise self-awareness,
  • facilitate understanding of ourselves and others, and/or
  • provide feedback on us, the team, the leader, the culture or the organisation.

If used wisely, the data these instruments provide can help us in our development and performance. The data is there to inform us rather than to dictate to us. It is up to us as to how we use it.

We conduct instrument debriefing online as well as face-to-face.

Individual  Debriefing

A one-on-one debriefing can jump forward professional or leadership development as it raises understanding of self, provides a language and framework to explore this understanding, and provides a potential path for learning and development.

Group  Debriefing

There is high value in group debriefing for a team or group of people that work together. Not only will the debrief bring a greater understanding of self but also of those others with whom we interact on a regular basis. This understanding and knowledge can ease interactions, improve communication and increase effective collaboration.

The advantage to using an instrument, one that is appropriate to a program’s outcomes, is that the data provided can help:

  • highlight or prioritise areas of action and attention,
  • highlight or bring to attention, information that may otherwise have been missed or ignored,
  • reduce blind spots,
  • improve interpersonal interactions,
  • give a baseline and measure for development, and
  • provide a common language to ease communications, solve problems and build relationships.
  • The process of using an instrument can also help:
  • create the impetus for change,
  • create involvement and ownership in the development or change process,
  • give voice to those that may otherwise have not had or been given the opportunity, and
  • reduce the level of emotion that may otherwise have accompanied the data gathered.

Aurora People have a number of instruments at their disposal, including the following.

Herrmann Brain Dominance Instrument (HBDI)

The data from this self-reporting instrument helps us adapt thinking preferences to communicate effectively and to improve decision making and problem solving.

Link to Herrmann International

Team Management Profile (TMP)

The data from this self-reporting instrument helps us identify work preferences, our preferred roles in a team and how these preferences drive behaviour. As a team, this will improve how we work together. It can also help us better utilise team member strengths, highlight areas for personal development and identify gaps in the team’s performance.

Link to Team Management Systems

Human Synergistics Lifestyles Inventory™ (LSI)

The data from this 360-instrument helps us identify behavioural blind spots and assess our effectiveness as a leader or team member. It is a development tool that can be used to assess perceptions of effectiveness and measure change over a longer term.

Link to Human Synergistics