After completing my University Degree, I began my employment journey with minimal industry experience and a whole lot of questions. The TMS team has supported me through my transition to full-time work by encouraging innovation and professional skill development.
As a first-time psychometric tool user, I was initially sceptical of the results relevance to my personal development journey. Would these results impact the way my colleagues saw me? What new information could the Profiles reveal?
After reading my Team Management Profile (TMP) I was surprised at the accuracy of the results. The Profile outlined my need to outwardly express my thoughts and enthusiasm for new projects. Along with these positive attributes, the TMP also addressed some of the issues I have with procrastination and my tendency to be impulsive. By understanding my strengths and weaknesses early on in my career, it has allowed me to reflect on future pathways with a structured outlook.
My QO2 experience
Going into my QO2 questionnaire, I had a vague idea of what the Profile could reveal. Completing a bachelor’s degree in Business and Communication had left me with some expert overthinking and self-critiquing skills.
Three initial queries I had going into the questionnaire were:
- How will my score compare to others in the team?
- How will others react to my scores?
- Will my score be negative?
After initially reading my Profile results, I was left feeling pessimistic. The perception being; my score is a lot lower than my colleagues, how do I improve my score and become more ‘positive’? During my Profile debrief these feelings were addressed and my negative reaction to the feedback was discussed. This analysis primarily focused on my high Fault-Finding score and low Moving Towards Goals (MTG) Energy.
The Fault-Finding score measures the effort individuals put into examining the why’s and what ifs. The MTG Energy examines the drive which gives us determination, enthusiasm and resilience. Those with a lower MTG will often see obstacles in the way of goals they may have.
As a standard rule-of-thumb we are taught that low scores mean low results, and that low results mean failure. This fuelled the main issue I encountered as I was not considering the potential of my ‘lower scores’. Through discussing the implications of fundamental attribution bias, I can now understand the operational impact of my scores. Being aware of each team members QO2 score can significantly assist in team management. These varying perspectives provide a balance between opportunities and obstacles, thus optimising the workplace.
Throughout the debrief we referenced the 5th Edition Research Manual (RM5) Norm data. This allowed the comparison of my results to the Median score distribution development sample as well as individual scores from specific age groups, organisational levels and professions.
By utilising RM5 I compared Fault-Finding scores between functional areas and identified the potential behind my ‘higher’ score.
Median score distribution for worldwide functional area sample: Finance/Accounting (n=536)
Median score distribution for worldwide functional area sample: Production/Construction/Control (n=983)
Median score distribution for worldwide functional area sample: Administration (n=929)
Other Fault-Finding centric information I found interesting was comparing the Worldwide Database International Analysis:
Median score distribution for country sample: Australia (n=4167)
Median score distribution for country sample: Singapore (n=460)
Through the analysis of the research I was able to shift my initial negative reaction as I began to see the potential possibilities of my scores in the workplace. I was also able to recognise the importance that the next steps played in the direction of my future skill development. This exercise allowed me to form short and long-term goals that could be put in place to begin my development journey.
The next step was making the conscious decision to take ACTION, PAUSE and EVALUATE my current outlook. The QO2 broadened my thinking towards self-awareness, and in retrospect the Profile was secondary to what is to come. The Profile inspired me to make changes by building on my strengths and continuing to identify the areas for improvement. As I continue my journey of self-improvement I now understand the role self-awareness has, not only on personal successes, but on the overall progression of a business.
Here at TMS we love hearing feedback from our Network Members. We’d love to hear your TMS stories about how the TMS research has helped you. Email us at firstname.lastname@example.org with your colour stories.
Jess Robertson joins the TMS team giving us a fresh perspective on office life. She is a Creator-Innovator, vegan and a lover of coffee and puppy dogs.
‘Ones destination is never a place, but a new way of seeing things’ – Henry Miller