When oils ain’t oils.

Those of you who are my vintage (late Baby Boomer) would likely remember the “Oils ain’t Oils, Sol” TV ads.  A Godfather like character got cranky because any old oil was added to his limo.  “Oils ain’t Oils, Sol”!  It became a common phrase at the time to explain that not everything that looks similar does the same thing.

It’s as true today as back then, maybe more so because now there is a confusion of choice. How do you work out which oils are Snake Oil, and which are Premium so, unlike Sol, you don’t incur the Boss’s displeasure?

One of the common things I hear is that companies use various profiling tools to guide their human resource decisions. This is a good thing. There are many of them about, with the more familiar being DiSC and Myers Briggs. Both are useful, to an extent.  Both will tell you what “type” of person you are so you have a better understanding of yourself, and who the other person is. I think they are great and I’ve done both (I’m a D or Dominance style in DiSC and an Architect INTJ-A in Myers Briggs, for the record). Knowing this is interesting, but a bit “so what?” Neither tool is a blueprint for developing enterprise value and as a manager and business owner that is what I need.

In the “Oils ain’t Oils” tradition that’s what I set out to find.  The system we adopted, the Dynamic Academy® system, has at its core a sophisticated profiling tool which identifies a person’s natural talents and strengths (vs. personality types which the others do). Then, and here is the quantum leap that makes the Dynamic system so valuable, the next step breaks every project into a natural cycle which aligns with the known strengths of the people in your organisation.

This means instead of people being aligned to “job descriptions” they are deployed as a skill set across different projects focusing on doing what they are good at.

Your people are always running at peak efficiency because they are doing what they are naturally good at, they love their work and are much more effective. It is the ultimate win/win system.

It works as well in a 20 person company as it does in a 2,000 person corporation or a 20,000 person Government Department.

This is glossing over the details in a big way but hopefully I am getting the message across. It’s not about profiling you to find out your personality. It’s about knowing what you are good at doing and matching this with the development and delivery stages of every project within an organisation. The additional value this releases within an organisation is amazing. 

This makes the Dynamic system a “must have” for any enterprise vs. other personal profiling systems which are simply a “nice to have”.

Oils most definitely ain’t oils. If you would like to find out what difference the Dynamic system can make for you, please get in touch we would love to show you.