The term ‘profile’ has become common-place in our everyday language. Facebook, LinkedIn, Instagram and online dating sites are all based around the creation of a social media profile.
TMS caught up with Judith Sellick, Managing Director at Judith Sellick Consulting, on how she delivers the best results for her clients using the TMS Profiling Suite. Judith has run her consulting company for 18 years with a focus on building the leadership capability of organisations.
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.
RM5 has a worldwide country database of 202 countries where the Team Management Profile has been used. An analysis is available for 48 countries with 300 or more respondents.
On October 10, 2018, TMS will be launching our latest research manual: RM5. For our TMS Network Members, RM5 will provide you with up-to-date research data and give you the ongoing confidence that our tools are tested for reliability and validity.
Global psychometricians and teamwork experts, Team Management Systems (TMS) have announced the arrival of their Fifth Edition Research Manual (RM5).
Have you ever wanted to use the Team Management Profile (TMP) for team development but have doubts about how well it will be received by a particular industry group? I faced these same doubts recently and I hope sharing my experience will both encourage you and ameliorate your fears.
Are you being asked to rethink the way you design and deliver learning programs? Is your environment challenging you to “do more with less”?
These words alone can invoke a negative reaction, immediately conjuring thoughts of budget cuts, workforce reductions and declining office ‘perks’.
The Sydney Morning Herald recently published an article by Caitlin Fitzsimmons commenting on ‘personality tests’, in particular the Myers-Briggs Type Indicator. The article criticised those instruments that lacked research, those purporting to identify an innate unchanging personality preference and those used as the basis for recruitment.
I think most of us can relate to a time when we have been sitting in a course trying our best to stay awake. Not because of a late night or being up with the little people in the house-hold but because the facilitator or learning environment just didn’t tick the boxes for you! We all have differing motivators to learn and expectations of the courses we attend, and your learners will too.