Introduction

Introduction of the participants and the trainer. 

1. What is personality and how does it evolve during childhood, adolescence and adulthood?
2. What is the deep personality and the adapted personality?
3. How does one’s core personality influence each employee’s abilities, well-being, performance, and effectiveness? 

Discover your personality

Participants are encouraged to discover their personalities through : 

Préférences® personality test to identify your 5 personality preferences along five dimensions.

• Relational preference: the type of interaction people prefer and its intensity (level of interaction).
• Perceptual preference: the preferred way of perceiving the world (abstract or concrete), as well as a penchant for creativity and projects.
• Emotional preference: the preferred approach to decision-making (rational or empathetic) as well as the approach to dealing with conflicts.
• Behavioral preference: the level of energy a person expends in their daily life, reflecting their preference for intense, moderate, or calm paces.
• Environmental preference: the way one organizes one's daily life, prioritizing either structure or adaptability to circumstances and events.

Get to know your employees' personalities

Next, participants are asked to identify the personality types of their team members (this can be done in two ways: either by having them take the test beforehand or, in an exploratory approach, without having them take the test beforehand). Managers who know their teams well can successfully identify certain personality preferences in their employees once they understand the model and the underlying typology. 

Taking the test beforehand is obviously a plus 

Participants are encouraged to present their personality preferences to the rest of the group, enabling them to discover each other's personalities. This discovery fosters mutual understanding and has a calming effect on tensions and a beneficial effect on synergies.

Using the personality model in different managerial applications

• Recruit 

The Preferences® personality model is an excellent recruitment tool, enabling you to select the profiles whose personalities are best suited to a position, but also to the personalities of their colleagues and their manager.

• Allocating tasks

The Préférences® personality model helps ensure that employees are assigned the right tasks and assignments based on their potential. This helps avoid the mistake of assigning certain tasks to an employee when those tasks do not align with their core preferences. That employee may then struggle to succeed, even though they were successful in their previous assignments.

• Better communication

The Préférences® personality model enables managers to tailor their communication style to each employee. This is known as “individualized management.” Managers adapt their managerial approaches, attitudes, and communication styles to each employee, thereby promoting well-being and effectiveness.

Conclusion

The course concludes with a reflection on the management of difference and individualization in the managerial function. 

IMPLEMENTATION OF AN ACTION PLAN

• Individual action plan,
• Collective action plan if necessary.

A subscription to the test can also be taken out following the training, so that it can be used freely for recruitment purposes in particular. 

We recommend organizing a half-day training session for practice analysis and/or feedback three to six months after the training with the various participants.

Individual coaching is also available on request.