Adams & Associates - Partners - Success Dynamics Case Study
Success Dynamics is a partner of Adams Associates and specialises in Psychometric Profiling. The following case study demonstrates just how invaluable the Success Dynamics model could be for your organisation. Please contact us to find out more.


A chance meeting at the HRD Learning & Development Conference in London back in 2001 marked the beginning of Jenny Copeland’s long and harmonious relationship with Success Dynamics.

At the time Jenny was operating as a freelance performance improvement coach (or ‘industrial psychologist’ as Jenny prefers to term it, which acknowledges the counselling roots of the coaching sector). Based in London, she was already running a successful enterprise but like any driven professional, was always on the look out for new opportunities which could impact favourably on the business..

Success Dynamics was exhibiting at the show and upon meeting Joe Adams, managing director of the company, Jenny felt an immediate affinity with the Personality Profile offering – and of equal importance, with the whole Success Dynamics business culture. As a qualified NLP practitioner, Jenny needed no introduction to the world of psychometric profiling and at the time was already working with a competitor product to support her coaching services.

Not only was Jenny impressed with the accuracy, speed and cost effectiveness of Personality Profile, the more succinct reporting system and visual graphs were also instantly appealing.

Employing the Success Dynamics product as part of her own business represented a natural choice for Jenny who says “I am a very visual person and the graphs which are generated as part of the report are really simple to understand and provide an instant summary of the client. Firstly this helps me to cut to the chase and understand in an instant why that client might be in need of coaching. Secondly it provides a clear indicator for me in terms of how I might need to adapt my behaviour to match the communication style favoured by the client, to achieve the best results. The information which can be gleaned from these charts produces the necessary data and facts to start an informed discussion which essentially ensures the optimum use of the coach’s time”.

Following a relocation to Scotland, Jenny continued to run her own thriving business but a series of events forced her to reassess her own working life and in 2008 she took the decision to take up an Organisation Development role with the NHS Ayrshire & Arran Health Board.

Jenny’s position brings with it a unique set of challenges. At a local level, Jenny is charged with the issue of improving the effectiveness of teams which are frequently run by staff who are products of the medical education system. Her role is to try and equip these ‘medical’ managers with some basic management skills which will enable them to communicate more effectively with their teams – and to improve their understanding of how to elicit the best results from staff.
At a broader level, Jenny has a responsibility for promoting a culture which recognises and nurtures clinical leadership. This means developing a process which can identify senior practitioners who are not only at the top of their game in terms of their clinical knowledge and expertise - but who are also capable of demonstrating wider management qualities and genuine leadership skills.

“Adopting the Personality Profile system has been pivotal to addressing these challenges,” says Jenny. “ A fundamental requirement to successfully achieve change in people lies in identifying an effective tool to understand them better. Not only has Personality Profile armed me with an accurate and user friendly methodology, it is also a system which sits well with those working in the medical profession who are familiar and therefore more accepting of evidence based learning”.

By using the Success Dynamics psychometric profiling system, Jenny feels that small steps of change are being achieved within the NHS territory that she represents, which boasts a work force of around 10,500personnel. “Recent research by Pascal Metrics, an American patient safety organisation, backed up by Michael West and validated by The Institute for Healthcare Improvement (IHI), has produced some compelling research which validates the over-riding importance of improving the understanding of individuals and their behaviour to develop a conducive team environment within the NHS. Their findings conclude that if you don’t have a unified, trusting team with effective communication skills, there is a 50% more likely chance of causing harm to patients and in the worst case scenario, potentially killing a patient. There can be nothing more powerful than this statement to demonstrate the over-arching need to firmly focus efforts on surveying team dynamics and identifying appropriate team building interventions to create a more efficient service that is amenable to change”.

Jenny concludes that as personnel within the NHS have witnessed the success and efficacy of the Personality Profile system, its reputation has grown in stature and from a climate where a degree of scepticism existed, it is now widely acknowledged as a major asset to the business.

In this scenario, enhancing the understanding of the employee work force and improving the ways in which employees work together, can be viewed as quite literally representing a life or death decision. Does making an informed investment in psychometric profiling make sense? The answer is a resounding YES!