Their interest is aroused...
Completing a Teleometrics Instrument generates positive expectation. People are always keen to know their 'score', and what others think about them and, having invested time in the exercise, they expect a benefit.
They identify with the theory...
A well-presented model that includes everyday examples helps participants to recognise situations - and people they know.
They assess themselves...
An instrument gives managers the opportunity to position their approach within a model of management behaviour and to produce a personal profile. This is how they see themselves.
They get feedback from others...
Through the companion, or 'feedback', instruments managers get measured evidence of the effect they have upon the people who are on the receiving end of their management style. Perhaps for the first time they see a discrepancy between their own view of their effectiveness and the perceptions of others.
They pin-point weak areas...
Perhaps a manager does not communicate well, keeping information to himself when others need it. Or he misses opportunities to encourage staff to higher levels of performance. Teleometrics helps to identify those attitudes and behaviours that are productive and those that are not.
They resolve to change...
Faced with this powerful evidence, managers commit themselves to an adjustment of style. They are encouraged to experiment immediately with new ways of handling people and situations. Or they might feel the need for further coaching or training in certain skills.
The process works...
Everyone benefits. As managers modify their style, their staff work together more as a team. They work harder and feel happier. They get more cooperation from other departments. They enjoy the job and look forward to even greater achievements.
