There is no trick to it and nothing hidden. The person answers, the instrument produces a profile, and a consultant reads it with you. The value is not in the report — it is in what you do differently on Monday.
Online, about twenty minutes, no preparation and nothing to revise for. There are no right answers, which sounds like something everybody says — here it is structurally true, because the instrument reads patterns rather than scoring answers.
How the person decides and how quickly. How they behave when things go wrong. How much structure they need. What they do with conflict. What conditions they need in order to keep putting effort in.
This is the part that matters and the part most tools skip. A profile you cannot act on is a document. We read it against the actual seat, the actual manager and the actual company.
People tend to arrive at a behavioural assessment defensive, because most of their experience of being measured at work has been a judgement. It is worth saying plainly to whoever is filling it in: there is nothing to fail here.
A profile that shows someone needs structure is not a worse profile than one that shows someone needs autonomy. It is a different set of conditions, and the useful question is whether your company can provide them.
We also do not keep the result from the person it describes. Anyone who takes I-Profile can be shown their own reading, and in our experience that conversation is often the most useful one of the whole engagement.
Bring a person you have worked with for years. Seeing them described by an instrument that has never met them is what makes it click.
