The HumanGuide Concepts for Companies/Organizations?

companyuv

 The picture is from Sao Paulo, Brazil, which is one of the world's mega towns. It increases with more and more people in the cities, and the world is more and more a global village via internet, which implies that competition and speed of change only increases. Therefore it is crucial for companies and organizations to be alert in their business by e.g. hiring, developing and keeping good employees plus developing and nurturing both their trademark and culture.

The HumanGuide concepts can be used for development of a company and an organization in many ways. The most common is, of course, recruitment – more on this below. Other uses are to design, develop and nurture the trademark and the culture – more below.

Crucial questions to answer in order to have a well-functioning business are 

  • what should the personality be like in order to handle a particular job in a good way?
  • how best to attract someone who is most suited for a particular job?
  • how can we decrease personnel turnover?
  • how can we check job references in a smarter way?
  • if we like to describe in a simple way our trademark and culture -- our DNA -- how can we do that?

The concepts can be used in many other ways. We will not describe all of them here, unnecessarily giving our competitors useful ideas. We have many inventive methods, because we are both creative and smart.) If you have a problem (development need) that you are thinking of how to handle, then you only need to contact us.

A strong argument for HumanGuide is that the underlying personality theory consists of eight dimensions. Then you get a more nuanced testresult and sharper analysis. Compare with MBTI, where you "be" one of 16 types. The popular DISC model (and similar) has only four dimensions. And the BigFive model has only five basic dimensions.

"For eight years ago I had a personal meeting about my PersonProfile á la HumanGuide. I have done many other personality tests since then, but my opinion is that this "method" was the most fascinating and accurate. The PersonProfile is still pinned up at work".
 
IT manager (2018-04-19)
 
"As a consultant I have done a lot of personality tests. The result made me endorsed, but I got no answer on: Why I still didn't like my job to 100%? Last autumn I did the HumanGuide-test, which took only 15 min to do. It explained for me, where I had most motivation and then easiest to be best."
 
Nuclear power engineer (2018-03-27)
 
Recruitment

The HumanGuide concepts give many possibilities in order to be successful in recruitment -- from defining the personality demands to introduction of the hired candidate.

1-Defining the Demand Specification

When it comes to competence and such for the job, it is not so difficult to get fairly the same opinion about the demands. It is much more difficult to define the personality demands. A smooth and pedagogic way is to use the product HumanGuide Cards, i.e. those who shall influence the demands meet and use a deck of cards and an app in order to specify a JobProfile. Then the chosen cards are registered in the app that gives a JobProfile, which is the foundation of the personality demands. However, here it is important to understand that for some tasks there can be many ways to handle them when you see to driving forces.

A higher ambition level is that the people who define the requirements at first individually do a JobProfile via the internet and after that all involved meet and use the deck of cards (HumanGuide Cards). The objective is in this way to facilitate so that the individual opinions are strengthened and then blend together the individual opinions to one opinion with the deck of cards.

At last it is of course an advantage if all involved have each done their own PersonProfile so that they become familiar with the personality theory. Moreover, you can then pay attention to the involved people's own preferences to other people's because most people like people who are similar to them.  

Note also the possibility to use the HumanGuide concepts in order to check culture chemistry (DNA check), i.e. how different candidates match the culture. Then you need to do a CultureProfile to describe the company's/organization's culture.

2-Support for the Search

When you have a common JobProfile, then you, of course, should be aware of this JobProfile in your search for candidates, e.g.

  • Where are they?
  • What content in a search attracts them?
  • What design attracts them?

However, you should not do what is fairly common: to show externally which qualities are wanted. It can then be tempting for the candidates consciously or unconsciously to give an impression of such qualities. In the search you should only show what should be done in the job and under what conditions.

3-Selection

We recommend that you first sort out for competence and such. When in the end you have some final candidates, then you let them each do at least a PersonProfile via the internet. The next step is to fine tune that with an authorized ”humanguide”, which takes about one hour depending on the objective and other conditions. This can be done in a meeting or by phone. It is a matter of your ambition level. After that the candidates are analysed as compared to the JobProfile. In this analysis you should also consider the personality of the leader and the team's personalities.

If you want to be more ambitious, then there is a possibility to use X’s PersonProfile in order to increase the quality of the handling of the references. Sometimes, for different reasons, references praise too much and sometimes you get incorrect information. If you let the referee give his or her opinion about the candidate via X’s PersonProfile, then it can be very fruitful to discuss the differences of opinions with the referee. 

If you have done a CultureProfile for the company/organization, then you also can analyse how the different candidates match the culture.

4-Introduction of Employee

When you hire and staff with the support of HumanGuide, then the introduction of the employee is considerably facilitated. This is valid, of course, if the leader and the other involved employees also have done a PersonProfile so that they understand the personality theory and its eight factors that are used -- the factors then will be a sort of a language.

Result for Recruitment

The overall result is that you get a high precision in the recruitment and staffing with the support of HumanGuide. Moreover, all involved will also feel more responsible for the resulting hire, because they have been involved, and thus there will be a higher probability of a successful recruitment.

Design, Develop and Nurture of Trademark and Culture

With support of HumanGuide Cards you can describe an organization's culture and trademark - the DNA. If you don't have these two defined, then you gather some people with a good opinion about the culture. With the support of the deck of cards and the app, they describe how it is today. After that you should analyse if the culture and trademark support the business idea and strategy in a good way. If not, then you have to figure out how to handle this.

HumanGuide Cards are also useful in order to care about your defined culture and trademark. For Example, when you have had a course for new leaders and employees in the defined culture, then after a suitable time you can ask the participants to describe with the Cards their opinion of the current culture. If this result matches the defined culture, then everything is fine. If no match, it has to be taken care of. 

When you have a defined organization culture via HumanGuide Cards, this will also gives a possibility to facilitate cooperation with important suppliers and other cooperation partners. Another useful application is for mergers and acquisitions.

Result Concerning Trademark and Culture

The overall result is that you, of course, get a more competitive company, i.e. by

  • getting a clearer and relevant trademark, which should attract the right customers
  • getting a clearer and relevant culture, which should attract the right persons to be employees
  • not eroding either the defined trademark or the culture
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The HumanGuide Concepts for Individuals?

 

festivaler 016SThe picture gives an example how many people there are on the earth, i.e. it is no drawback to be good at cooperating with other people. Likewise it is smart to find your way in life, where it is to your advantage, e.g. a suitable job. Moreover, you are noticed in a good way -- the competition increases constantly.

In order to be fortunate at work and in life, you need to have good answers to many questions, e.g.

  • what is a suitable development for me?
  • what type of tasks suits me, i.e. my strengths can be used there?
  • what is my biggest yoke (pitfall), which is where I mostly have my biggest strength and how can I handle that?
  • what type of culture in companies and organizations suits me best?
  • what characterizes people who are complementary to me?
  • what should I think about when I cooperate with other people?

Personal development with support of the HumanGuide concepts can be of use to everybody -- both leaders and employees. All concepts start with doing a PersonProfile via the internet, which takes about 15 minutes. The next step is to fine tune the result with an authorized "humanguide”, which takes about one hour depending on the objective and conditions. Mostly this is done in the start of a coaching program, i.e. it leads to a more effective coaching (more "accurate" with more accomplished in a shorter time). There are many versions of coaching programs depending on the objectives and conditions. If you are interested, then contact with an authorized ”humanguide” or with us at Humankonsult AB -- look at the foot of the page.

The advantage with doing a PersonProfile is that the coaching will be more efficient. Partly the coach gets faster understanding for the development needs and partly the coach can be more "accurate" in his or her coaching, i.e. one advice doesn't work for all people because we are different.

A strong argument for HumanGuide is that the underlying personality theory consists of eight dimensions. Then you get a more nuanced testresult and sharper analysis. Compare with MBTI, where you "be" one of 16 types. The popular DISC model (and similar) has only four dimensions. And the BigFive model has only five basic dimensions.

"For eight years ago I had a personal meeting about my PersonProfile á la HumanGuide. I have done many other personality tests since then, but my opinion is that this "method" was the most fascinating and accurate. The PersonProfile is still pinned up at work".
 
IT manager (2018-04-19)
 
"As a consultant I have done a lot of personality tests. The result made me endorsed, but I got no answer on: Why I still didn't like my job to 100%? Last autumn I did the HumanGuide-test, which took only 15 min to do. It explained for me, where I had most motivation and then easiest to be best."
 
Nuclear power engineer (2018-03-27)
 
And how do you take care of your personal trademark? Is your trademark as it is, or do you handle your trademark in a conscious way? Do you know how you get charisma? Well, by acting consistently based on your core values. With the HumanGuide concepts you can identify your core values better and faster than in other ways.

Another alternative for personal development is to participate in a program, where HumanGuide is used as a part of it. Our "basic module" can be carried out in about 2 hours. Then you 

  • learn the personality theory Eight Boxes, which is the core of the HumanGuide concepts
  • increase your self-knowledge based on the Eight boxes, which facilitates personal development
  • are better to coach and support other people to identify their best focus for success
  • are better to cooperate with other people -- especially with those who are not like you at all
  • are better to understand conflicts and how they can be handled.

Result

The overall result is that you get an increased self-knowledge and in this way a good personal development. Moreover, you will get it better both at work and in life.

Testimonial

”Rolf's coaching clearly gave me more self-knowledge and it was valuable to get it confirmed. The idea of having a life vision was very good -- now it is easier to be on track and also to say no. Many smart tips. Last but not least good to have to report to someone, i.e. actions was done.)” 

Entrepreneur

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The HumanGuide Concepts for Private Life?

priuvThe picture shows Rolf Kenmo, management consultant and inventor of the HumanGuide concepts, and his life partner since 1994. They are an example of how you can benefit from the concepts privately e.g. how you fit together, i.e. have similar interests and also understand each other's needs that crucially facilitate life. 

The HumanGuide concepts can be used both at work and in life, i.e. according to our slogan "HumanGuide improves at work and in life". Many of the concepts for working in life can also be used in the private life, e.g. from to identify the "perfect" job for yourself to how to support your children in their choice of an occupation and based on that choice the relevant kind of education.

A strong argument for HumanGuide is that the underlying personality theory consists of eight dimensions. Then you get a more nuanced testresult and sharper analysis. Compare with MBTI, where you "be" one of 16 types. The popular DISC model (and similar) has only four dimensions. And the BigFive model has only five basic dimensions.

"For eight years ago I had a personal meeting about my PersonProfile á la HumanGuide. I have done many other personality tests since then, but my opinion is that this "method" was the most fascinating and accurate. The PersonProfile is still pinned up at work".
 
IT manager (2018-04-19)
 
"As a consultant I have done a lot of personality tests. The result made me endorsed, but I got no answer on: Why I still didn't like my job to 100%? Last autumn I did the HumanGuide-test, which took only 15 min to do. It explained for me, where I had most motivation and then easiest to be best."
 
Nuclear power engineer (2018-03-27)

Example of possibilities are

  • Job matching, i.e. analyse how a job suits my personality?
  • What life partner suits me?
  • Person Chemistry Analysis, i.e. what happens when I cooperate with another person and how should we act in order to cooperate well?
  • Choice of occupation and education for my children (also me)?

If you are interested in any of these areas, what can you then do? Well, e.g. 

-       buy the book Let the Personality Bloom. Then of course read it and use something. For more about the book, look at "Products".

-       buy a deck of cards. The connected web app is for free. For more about the deck of cards, look at "Products".

-       get in touch with a coach, who is an authorized "humanguide". (Look at the website "Be Authorized?")

-      get in touch with a therapist, who is anauthorized "humanguide". (Look at the website "Be Authorized?")

Job Matching

When it comes to choice of occupation, then most people immediately think of certain jobs e.g. because the parents have that job, buddies have chosen it, the job is attractive just now, etc. It is much smarter to do this in a two-step rocket. At first you analyse your personality in a nuanced way -- why not use HumanGuide). If you use a good concept, then you realize more precisely your human needs, your motivation (the drive forces). Many of the competing concepts are too simple and others too complex. Our opinion is that the eight factors, which HumanGuide is based on, is an optimum. Neither too few (simple) nor too many (complex).

First, you understand clearly your needs and drive forces, then you should chose what types of jobs can match your personality in a good way. If you do this, then the chance is much greater that the type of job that you focus on will be the one you also will like in the long term -- and in tough times!

Of course it is not only the personality that matters in getting a good match for a job but also the leader, the company/organization, your own talents of different kinds (logical ability, language, etc.), values, etc.

A leading landmark for maximum motivation is to accept a good matching to one's own personality, and according to the book Drive by Daniel Pink:

  • that you be in control of your job situation
  • that the job is purposeful.

What Life Partner Suits Me?

At work it is an advantage if the teams in which you are a member are based on diversity. However, when it comes to choosing a life partner, it is preferable to strive after many similar strong factors and also values of course. Why? Because if you two are very different, then you both will have very different interests and hobbies, e.g. one in the couple likes to be in nature as often as possible and the other in the couple perhaps hates it... But if you have two or more factors as strong ones, then it is, of course, good if other factors are complementary, e.g. one is strong at Structure (one of the factors in the personality theory Eight Boxes) and the other is not.

Person Chemistry Analysis

Exactly as at work, it can be valuable to do a Person Chemistry Analysis. Moreover, it is of course even more valuable to do such an analysis in a relationship, because you are hopefully together during a long time and then you will have a good time together.

Choice of Occupation and Education

Here the reasoning is the same as with "Job Matching" above. Moreover a crucial aspect is added. You will realize a clearer connection between the education you aim at and an ideal possible job. This increases the motivation to carry out the needed education, which in its turn will increase the chance to get the ideal job!

Result

According to our slogan "HumanGuide improves at work and in life".

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The HumanGuide Concepts for Leaders?

ledareuv

 The picture shows Rolf Kenmo, management consultant and the inventor of the HumanGuide concepts, at a signpost in the Rondane Mountains, Norway. He has in many ways had great use of the HumanGuide concepts when he has been a leader, e.g. to staff, start and handle teams, to coach different persons, to handle conflicts, etc.

 

The demands on leaders increase all the time, but some tasks are eternal, e.g.

  • how to coach a particular person in a good way? There are few general prescriptions that work for everybody, because all human beings are different. Therefore it is crucial to understand how people differ. The more accurate you are in your understanding, the better you can coach.
  • how to handle the conflict between two persons?
  • who suits best for this task?
  • what development is suitable for me?

If you are a leader, then you can look upon the HumanGuide concepts as a toolbox with many possibilities, e.g. coaching, staffing/recruitment, handling conflicts, etc.

If you are a leader and wish to have the HumanGuide concepts as a part of your toolbox, then it is best to start with doing a PersonProfile via the internet, which takes about 15 minutes. The next step is to fine tune the result with an authorized "humanguide”, which takes about one hour depending on the objective.

Then you can as a leader continue with a coaching program with your humanguide. There are many versions of a coaching program depending on objectives and conditions. If you are interested, then contact an authorized humanguide or us at Humankonsult AB -- look at the foot of the page.

A strong argument for HumanGuide is that the underlying personality theory consists of eight dimensions. Then you get a more nuanced testresult and sharper analysis. Compare with MBTI, where you "be" one of 16 types. The popular DISC model (and similar) has only four dimensions. And the BigFive model has only five basic dimensions.

"For eight years ago I had a personal meeting about my PersonProfile á la HumanGuide. I have done many other personality tests since then, but my opinion is that this "method" was the most fascinating and accurate. The PersonProfile is still pinned up at work".
 
IT manager (2018-04-19)
 
"As a consultant I have done a lot of personality tests. The result made me endorsed, but I got no answer on: Why I still didn't like my job to 100%? Last autumn I did the HumanGuide-test, which took only 15 min to do. It explained for me, where I had most motivation and then easiest to be best."
 
Nuclear power engineer (2018-03-27)

Another version is to participate in a program for leader development where HumanGuide is a part. Our "basic module" can be carried out in about 2 hours. Then you

  • learn about the personality theory Eight Boxes, which is the core of the HumanGuide concepts
  • increase your self-knowledge based on the Eight Boxes, which facilitates personal development
  • are better able to coach and support other people to identify their best focus for success
  • are better able to cooperate with other people -- especially with those who are not like you at all
  • are better able to understand conflicts and how they can be handled.

Result

The overall result is that you get leaders who learn to be a leader in harmony with their personality, i.e. to be one's self in an advantageously way. Moreover, they learn to use a very broad and practical toolbox as a support for their leadership. 

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The HumanGuide Concepts for Teams?

teamuvThe picture shows Rolf Kenmo, management consultant and inventor of the HumanGuide Concepts and Giselle Welter, psychologist and CTO for RH 99 (Resources Humanos). This event is a release of the book Let the Personality Bloom in 2007 in Sao Paulo, as a milestone for the cooperation that started in 2000. The cooperation has mostly been in the format of a so-called global virtual team, because the distance between Sweden and Brazil is great and our resources have been small. In this cooperation the HumanGuide concepts have been invaluable, i.e. mostly because both have clearly understood each other's personality and their effects (MiniProfiles) -- from the first moment.

A strong argument for HumanGuide is that the underlying personality theory consists of eight dimensions. Then you get a more nuanced testresult and sharper analysis. Compare with MBTI, where you "be" one of 16 types. The popular DISC model (and similar) has only four dimensions. And the BigFive model has only five basic dimensions.

"For eight years ago I had a personal meeting about my PersonProfile á la HumanGuide. I have done many other personality tests since then, but my opinion is that this "method" was the most fascinating and accurate. The PersonProfile is still pinned up at work".
 
IT manager (2018-04-19)
 
"As a consultant I have done a lot of personality tests. The result made me endorsed, but I got no answer on: Why I still didn't like my job to 100%? Last autumn I did the HumanGuide-test, which took only 15 min to do. It explained for me, where I had most motivation and then easiest to be best."
 
Nuclear power engineer (2018-03-27)

Diversity is best, but...

A lot of research shows that diversity in a team gives the best result. Mostly because then you don't see narrowly and one-eyed as when you, for example, need to solve a problem. However, the catch is that many people believe that it is more difficult to cooperate with someone who is different. Therefore they are keener on recruiting and staffing someone who "is like we are". When the team members are very similar to each other, then there is the great risk of getting so-called "group-thinking", i.e. they have more or less the same opinion and oppose the one who has other opinions. There are many examples of fatal results from this kind of thinking. One was the time when an USA spaceship exploded just after take-off. In a way another was the time when we lost the ship Wasa in Sweden; this was an example of group-thinking because no one dared to tell the king that this ship would sink.

The HumanGuide concepts support you so that you can more easily can get a team with diversity to cooperate better. 

For example we have developed a special concept to staff and develop a team that participates in UF, which is a Swedish development program for schools (the participants are around 18 years old), and the purpose is to train in a practical way entrepreneurship combined with lessons. The origin of the concept's development was that the teachers were not pleased when the pupils mostly staffed their UF-team with their buddies and thus the team most often became very "cloned" (homogeneous). More under "Testimonials" below.

In order to get a team to function very well, you have to manage it in a good way, e.g. 

  • how can we staff it in a good way?
  • how to get a good start?
  • how to handle conflicts?
  • how to get tips about how to cooperate with different members of the team?
  • how should we think, if we need to change the staffing?

No one can do all these things at once. Instead all team members need to be good in teamwork. A team with diversity has the best potential to solve its tasks well, but in teams with diversity the biggest risks are a bad result and destructive conflicts. How to guard against the risks and how to develop the team in a good way?

One way to act, of course, is to be proactive whenever you can, i.e. to staff and start the team in a good way. How to do that? Well, by learning more about each other, e.g. via HumanGuide and using some tools in teambuilding and its development. You can do this with different ambitions levels.

Of course you can also improve cooperation in established teams by using some of our development programs -- based on HumanGuide:

A-Teambuilding/Team Development (from 2 hours)

You use HumanGuide Cards, i.e. a deck of cards and a connected app. Do the exercise TeamPlay with Cards. Register the result in the app, i.e. you get a general profile of each participant's personality. Afterwards, you can discuss each one and its effects. The result can be documented in a TeamView.

B-Teambuilding/Team Development (2 + 4 hours)

You use HumanGuide Cards, i.e. a deck of cards and a connected app. In this case you get a more precise opinion about each member's personality as a first step. Then you let the participants know what a Level5 leadership is, i.e. the leadership that was used in the 11 most successful companies that were described in the book ”Good to Great” by Jim Collins. This book is based on extensive research. Look also at Downloading - For Leaders.

In the next step the team's strongest factors are put together in a so-called TeamView. After that an analysis is done on the team's strengths and risks.

In the last step, the team members start to give their opinions about what characterizes efficient teams. Based on that list, the team will make a summary of the team's "cooperation rules" as "homework". After that the team "plays" TeamPlay with Cards. The objective is not only to increase the self-knowledge of each team member but also to train in both giving and getting feedback. The result is then compared with the profile that everyone got in the first step. At the end the participants learn about personal chemistry and handling conflict.

C-Teambuilding/Team Development (1 hour/person + 4 hours)

This team service is similar to B above. The biggest difference is that each team member does the test via the internet and then fine tunes the result during a personal meeting with an authorized ”humanguide”.

This version can also be combined with other modules in the concepts included and be carried out in a concentrated way or in the format of some meetings in a development program.

Team Development (Many Possibilities)

There are also many other possibilities because the HumanGuide concepts are basically a module-based system. 

HumanGuide is especially useful in handling conflict. The fact is that unhealthy conflicts ebb away when you get better understanding of each other. If the conflict concerns two persons, then you can follow a special method in the format of a Person Chemistry Analysis –- for more look at Products - Teamtools. If more people are involved, then in a similar way you do a Team Chemistry Analysis –- for more look at Products - Teamtools.

Result

The overall result is that you get a better cooperation in the team via increased self-knowledge, increased openness, and increased trust. These team qualities have a crucial effect on a team's cooperation capacity and performance.

As a "bonus" the team members learn a very useful personality theory that can, for example, be used in discussions about staffing and recruitment. This personality theory will also be like a language.

Testimonials

”We got better staffing in our UF-teams. In the start of the school year we had a course by Rolf Kenmo in the personality test HumanGuide. The pupils did the test after our course. Then they were to staff their teams based on qualities and personality instead of gender. This resulted in more teams with more of a mix between girls and boys. Moreover, more chose to cooperate with new persons instead of their best buddies. In the distribution of roles in the UF companions the pupils based their staffing on who had the best qualities and knowledge -- instead of gender"

Henrik Samuelsson, Teacher in UF and business administration, JENSEN gymnasium Södra*)

*) The school became Sweden's best UF-school in 2014.

"The HumanGuide concepts gave proof of invaluable help of crucial insights for all members of the team. These insights gave the foundation to take some very tough decisions.”

Thomas Seiler, CEO, U-blox AG, Schweiz

"Rolf Kenmo assisted us in a relaxed and pedagogic way to start to work to create understanding of each other as individuals. The objective was to further improve the cooperation in our team. Rolf's work was appreciated by the participants and created a positive foundation for further development."

Eva Kimber, Svensk Exportkredit

"Our delivery is a function undertaking with a big management responsibility; therefore, it was important that HumanGuide's Team Chemistry Analysis gave the management team not only individual understanding of strengths and risks but also knowledge about the whole team's chemistry. The management team's total strength is crucial in order to deliver at least at the agreement level."

Leif Öjestedt, WM-data (now CGI AB)

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