Practitioner's frequently ask... I love the Profiles and Reports from SEI... but which tool should I propose for what? How do I decide when I use the full SEI or a Profile or... ?? Here are some questions that will help you decide.
Note: BBP = Brain Brief Profile. BTP = Brain Talent Profile. BDP = Brain Discovery Profile. LR = Leadership Report. DR = Development Report.
Q: Level A or B?
Remember that the full reports (LR & DR) require debriefing – or at least the opportunity for individuals to confidentially discuss their results with a qualified Assessor. These are "Level B" tools, which means they can cause psychological harm if misused; misuse includes giving someone this potentially painful information without sufficient context and support to understand the data.
On the other hand, the BBP and BTP are neutral. There is no "bad news" – every Style and Talent has pros and cons – let's optimize for the benefits!
Q: How Deep, How Long?
If you are doing an introductory program, use one of the Profiles. They are much easier to explain and use in a short time.
If you are working with a client over an extended period, there is much more to explore in a full LR or DR. It can be very powerful to start with the BBP then to go to one of the others.
Q: How Ready?
Frequently clients want to explore the benefits of emotional intelligence – but maybe they're not quite ready to dive in. They'll say something like, "Some of our team are really into this, but there are some who are resistant." Or even, "We really need emotional intelligence, but can we call it something else." In these cases, it might be more effective to start with either the Vital Signs tools (which create a business case for going into EQ), or the Talents.
The Brain Talents sound "normal" to people who are not already into EQ. Almost every audience will relate to most of the Talents as important ingredients, so you don't need to sell the value of EQ. Just say, "Research shows these are important for performance, and they are all grounded in the science of emotional intelligence... you can see they're all quite practical."
Q: How Hard-Hitting?
The LR & DR are much more direct; especially the LR. While the tools are written to optimize acceptance, the full reports have specific data on someone's current scores, and can create very direct dialogue about the need to improve. Conversely, if readiness is low (or fear is high), that same directness can increase resistance.
Within the Profiles, without a debrief, the BBP is the "lightest." On the other hand, the debrief can be profound, especially when you focus on the 3 scales (not so much on the style), and the size of the bubbles. It's quite remarkable how much insight is captured in this apparently-simple model.
With the BTP, people sometimes wish they had different top talents, but generally they LIKE what they see in the BBP and BTP.
With the lowest Talents shown, the BDP is right on the edge between Level A and B. We classified it as a Level A because there are no scores. That said, people are sometimes concerned or upset by those lowest Talents & Outcomes. Obviously the BDP has the most depth of the Profiles, and should be used when there is sufficient time and sufficient readiness to engage at this deeper level.
Q: Awareness, Action, or Transformation?
The BBP is ideal for giving people perspective on themselves & others. People have learned to process information in many ways, there are pros and cons of each... be aware of your own and others' styles to work better together.
The Talents in the BTP and BDP are more active. They are ways of putting EQ and the Brain Style into practice. They are things people can DO.
The full EQ Model in the LR & DR is transformational. The KCG framework and the learnable, measurable, rigorous competencies provide a profound framework for developing insight, building connection, and inspiring purpose.