1. Formerly a Personnel and Training Manager
with a large Blue chip company, my passion
has always been in developing people to be the
best they can be.
After several years in a variety of H.R. positions, I wanted a
new challenge and moved into a Regional Sales Managers
Position for Sainsbury’s Bank, Finding I had a natural flair
and ability to develop people to achieve excellent sales
results. I realized that I had been stifling my natural talents
and amending my behaviour to be successful in my
previous career, but it was much easier to achieve results in
a role, which aligned my preferred behaviour and strengths.
I joined Thomas International in 2009 as a Business
Consultant covering East Anglia with responsibility for
developing a portfolio of clients across, Cambridge, Norfolk
and Suffolk.
Thomas International helps clients recruit, retain, develop
and manage their people. We’ll give you insight into your
staff – what motivates them, their core strengths and
limitations, and their potential. And we’ll add a high level of
certainty to all your people-related decisions.
Thomas is different because our assessments are
straightforward to understand and quick to use, with rapid
results.

2. Thomas has been at the forefront of assessment innovation
for 30 years, providing assessments in 56 languages and
has a presence in over 60 countries. Span every type of
business of all sizes and complete over 1.5 million
assessments every year.
I tell people their PPA (Personal Profile Analysis) is the most
important piece of information they have ever received. It is
like holding up a mirror it really helps people to understand
their behaviour and how others perceive them. By improving
self-awareness PPA gives individuals the opportunity to
make choices about their behaviour.
PPA gives an accurate overview of an individual’s work
behavioural preferences and describes it in terms of four
opposing factors:D = Dominance, I = Influence,
S = Steadiness, and C = Compliance.
It assesses an individual’s behaviour in the work
environment and can answer questions such as: what are
their strengths and limitations? Are they self-starters? How
do they communicate? What motivates them? Providing a
valuable insight into what careers might be suitable choices.
Once aware of the DISC profile this can be used in a
personal capacity to identify characteristics and aid personal
communication.
As a high I Influence my preferred approach to Sales is via
networking, this is where I met Jo Evans, assistant president
of the JCI, who asked me to undertake a presentation to
members to increase awareness of their personality types
and strengths and limitations.
The presentation evening was extremely enjoyable proving
to be a very interactive workshop, with lots of positive
energy and questions from the members.

4. The ideal team
I administered PPA profiles to all of the attendees and was
surprised to find that the main profile from the JCI was:
D = 5
I = 14
S = 12
C = 12
If pulled into a team, then the JVCI Team Profile would
look l

5. As well as the PPA assessments, Thomas also provides:
Thomas A.C.E. Matrix