more effective!more effective!In every business, irrespective of size or market, the most important ingredient for success, we believe, is the enterprise capability and behaviour of its people, its management and its teams.
Behavioural Effectiveness (BE) has been created out of a twelve-year joint venture between TDA Transitions - a change management and development company - and Business Profiling Limited, a behavioural research and development operation. Apart from incubating BE, TDA has also incubated Enterprising Futures - an enterprise practitioner business that specialises in the release of enterprise behaviours. Enterprising Futures has also been set up as a separate company. All three businesses will now work together in a unique collaboration to pioneer fresh approaches to releasing potential and enterprise.
Launched in January 2004 as an independent business, BE was designed to create customised tools to meet a range of personal and organisational scenarios.
BE is capable of working with individuals and teams across organisations of every size and from every market sector and these profiling instruments provide immensely valuable baseline information and development options in the core areas of innovation, competitiveness, entrepreneurship and leadership.
The product portfolio has been uniquely designed using models of success and best practice from each of the application areas addressed. By using appropriate research systems it has been possible to build products which are easily accepted and well understood as they use the language of business. The profiling tools cover the application areas mentioned below and have been used by many tens of thousands of individuals:
Availability:
To support us in this area we have a collaboration with a data-mining specialist, who has created unique software for application in the areas of:
The tools have been used to support corporations, SMEs, Government bodies, banks and venture capitalists. Pension fund holders are also bodies who use these tools to appraise risk and to make funding decisions.
The generation of an 'Innovation Culture' is seen by many organisations as one of the most critical areas of focus in the 21st Century.
Innovation3 is an exciting and dynamic process of measuring individual preferences in idea generation and innovation management. The process builds on early studies in creativity and current research in innovation and has been developed over a number of years of working with creative thinking individuals and organisations.
Innovation3 provides feedback in the following:
It is designed to prompt personal reflection and team discussion to support and challenge the process of innovation.
When used in a group context Innovation3 will help to facilitate the recognition of the different stages in the innovation process and the individual preferences of each team member to be involved at each stage.
Innovation3 can also be used in conjunction with other established psychometric and profiling tools to build another dimension in an individual's understanding of themselves.
The IPI is a 96 question tool which identifies personal preferences in generating ideas and managing innovation. It is designed to promote a deeper understanding of creativity and innovation and gives insight into the way that the individual prefers to be involved at each stage in the process.
The IPI is built around a 6-stage model with two classical styles or preferences towards innovation, on each dimension - the model / graph below illustrates the core output from an IPI:
| Facilitator | Creating the Climate | Manager |
| Originator | Idea Generation | Modifier |
| Initiator | Developing and Exploring Ideas | Builder |
| Explorer | Evaluating Options and Decision- Making | Evaluator |
| Planner | Making it Happen Implementing Innovation |
Implementation |
| Co-ordinator | Measuring Success Monitoring Innovation |
Controller |
The ORI is a questionnaire designed to give an indication of the readiness of an organisation to sponsor and encourage innovation.
The ORI is an additional tool, which helps individuals and teams to recognise the stage reached by their organisation in the journey towards encouraging innovation and developing creativity. The questions are related to the same six stages of innovation as the Individual Preference Inventory (IPI). The ORI can be used by individuals or teams. When used in a team environment the team scores can be mapped on the ORI model to illustrate a team view.
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The ORI Model
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The IPI and ORI can be used separately or together. The Accreditation programme allows the cascade of the feedback process to take place through empowering line managers / HR and Training professionals to use the profile, associated tools and materials across the organisation or on a specific project application.
TDA Transitions - one of the companies from which BE arose - has operated in the career / transitions coaching market for 20 years. It has worked with over 25,000 people at all levels and across many sectors in a wide range of scenarios from leadership, management development and career management applications, to outplacement.
As a result of their work, and in their efforts to provide unique insights to clients at as early a stage as possible in their individual client relationship, they have tested and trialled different versions of tools.
All three tools are framework architectures which can be customised to suit a range of applications where filtering / screening / development information is required to facilitate personal and organisation decision-making:
Major projects undertaken using the 'behavioural architecture' that sits at the heart of BE include:
- Thresher / First Quench - The Joint Venture Franchise Profile
- Snap-On Tools
- Pizza Hut UK
- Boots Opticians - The Brand Partner Profile
- Costa Coffee - The Business Brand Partner Profile and The Team Leader Profile
Enterprising Futures, our chosen enterprise partner, has led each one of these initiatives. [For further details on Enterprising Futures please see www.enterprisingfutures.co.uk.]
Our work has included: financial modelling, 'deal' formulation as well as the design and implementation of the people processes involved:
- attraction
- recruitment / selection
- induction
- training and development
- coaching support system
In the dealer market we have created tools for BMW and Skoda.
SUMMARY
Behavioural Effectiveness will continue pioneering its research into its two main areas of focus:
Enterprising Futures is the lead business involved for all this work.
In similar fashion, TDA Transitions has provided all the practitioner input to ensure that our work is based on real life experience.
BE's future aim is to 'root' its profiles into clients' architectures; to web-enable all its products for global reach purposes; and to offer a range of support services. This would include performance and effectiveness research, accreditation training, the spread of best practice via both seminars and virtual learning techniques and, in particular, to link its profiling techniques with that of CRM feedback systems.
We see our prime niche as that of customised behavioural profiling tool creators but with a strong understanding of what needs to be in place to make the tool work operationally on the ground. We embody this in our '5 P' philosophy:
We see the strength of our approach as the combination of practicality and flexibility. This approach is based on years of extensive operational experience. Clearly over time we will also create a bigger publishing wing and offer generic products to a wider audience too.
By creating a three brand formula that covers:
we believe all BE products will be based on 'real life' experience and are therefore both user friendly and robustly tested in collaboration with many clients. We feel that this 'incubator' approach is a fresh way to involve our client base and we want to have active discussions with clients on:
(a) How we can help you to make what you already have work better
(b) What other applications you have in mind
(c) How we can all get better at 'trapping' information in one area and recycling it for application in other
areas
In particular, we see 2005 / 6 as a period for meeting all our clients and actively exploring these areas.
Chris Dunn
Chief Executive
August 2005
For further information, please contact:
Chris Dunn
Behavioural Effectiveness Ltd
500 Chiswick High Road
London W4 5RG
T: 020 8956 2228
F: 020 8956 2211
E: cbd@away2be.com
