The Executive Grapevine 10th Edition in R.B. Baird (ed.) 1991-2
GRAPHOLOGY - CONDEMNATION WITHOUT INVESTIGATION? By Olivia Graham, Managing Partner, Graham, Tulloch & Associates
An analysis provides an objective assessment
I’d like to make very clear, right from the start, that graphology has absolutely nothing to do with occult practices and qualified graphologists are not imbued with special psychic powers. There is simply no connection between graphology and the esoteric arts such as astrological chart readings, palm or crystal ball inferences, let alone the results obtained from looking at chicken entrails!
One of the questions I am most frequently asked is ‘Is graphology a science or an art? In fact it is both. The science is the analyses of some 350 aspects of handwriting and the art is combining and blending these to produce a balanced portrait of the personality.
Like all humanistic sciences graphology depends on research and experimentation - not on intuition or magic. Rather like a jig-saw puzzle, individual signs have no relevance or significance on their own and it is not until each piece has been positioned correctly that the composite picture emerges.
Graphologists think of hand writing as ‘brain’ writing because it is the influence of the psycho motor impulses passing through the nervous system to the organ controlling the pen - be it hand, mouth or foot - that dictates the end result. The hand is only an instrument carrying out the brain’s instructions.
Each writing is as unique as a fingerprint and just as no two individuals are identical, each writing is clearly and absolutely defined. Writing, being ruled by the natural laws of expression, accords with all other means of expression; movement, gesture, speech etcetera. However, unlike the fleeting nature of most expressive movements, writing leaves a permanent imprint and it is this outward reflection of inner attitudes that the graphologist analyses.
On the Continent, where the majority of companies use graphology as a standard part of their personnel procedures (85% in France), it is taught as a university subject and there are graphological departments at Zurich, Lausane, Minlan, Genova, Urbino, Marseilles, Athens and Bielefeld Universities to name but a few. Properly trained graphologists study psychology and graphology for a minimum of three years and then sit a very stiff qualifying examination with a pass rate which is sometimes less than 1 in 4.
In Britain, once through the external examinations of The Academy of Graphology, graduates are awarded a diploma (&G.Dip) which is the only qualification accepted as being on a par with the European Universities. Even after qualifying, it takes time to become competent, which is why most graduates and all Graham, Tulloch & Associates graphologists have completed an optional fourth year of study.
Unfortunately, in this country, there are many books on the market professing to teach people how to analyse themselves, their friends and business colleagues in a few easy chapters by looking at such extraneous de tails as i dots, t bars and a few loops and crosses. Even more unfortunately, there is nothing to prevent anyone setting up as a professional graphologist having read a few of these! Is it a wonder that graphology has such a poor reputation in Britain and that businessmen are sceptical about its usefulness.
So, where does our work come from? Most of it is either repeat business or comes through client recommendation and our companies range from multi-nationals to small businesses where, incidentally, the personality of each individual is even more vital to success.
To obtain the best results we need spontaneous, original samples with a signature on unlined paper. When possible, we prefer to have more than one sample to work on but the content is immaterial. We require certain information before starting the analysis such as the age and sex of the writer, a brief job description and the ideal candidate profile. We are not there to be judgemental but descriptive and we basically refer to personality in terms of activity, intelligence, inter-personal relationships and adaptability.
All the graphologists in our practice have signed a Code of Ethics which includes discretion and confidentiality. We are as open as possible with our clients, but we do not forget our responsibility to the writers. Their private life is irrelevant to most working situations and we don’t mention it unless it affects working capacity.
Most individuals are not fearful of their writing being analysed, unless they have something to hide, and we suggest that the writer be told his writing is to be analysed and that the client gives him feedback.
Graphology has some advantages over other methods of assessment. Firstly, objectivity is assured as the graphologist does not meet the candidate (incidentally saving both time and money). Secondly, it is less liable to fudging than psychometric testing which runs the risk of candidates marking down what they think the employer wants to hear. Thirdly, it can be done at any stage in the proceedings unlike say, reference checking, when often the most relevant one cannot be taken up before a job offer is made.
Individuals rarely fit the candidate profile in all respects and it is a question of finding the best person available from the possibilities. Some people are skilled at presenting themselves in an enhanced light which may bear little resemblance to reality and equally, a less assured or introverted individual may be overlooked in spite of his capabilities.
Penetrating beyond the out ward person identifies the true identity of the individual from the outset. If certain characteristics are considered essential for the job, then much wasted effort can be saved by using graphology to assess which candidates possess them. An analysis, prior to interview, can give helpful pointers and the interviewer can then explore areas which might otherwise not have occurred to him.
Ideally one wants to avoid personality clashes compatibility between members of a management team is obviously vital. Graphological assessments can prove a useful guide to help ensure that e.g. a Managing Director and his Finance Director have the complementary personalities and skills to enable them to work harmoniously together. When areas of potential problems are brought to light they can be discussed through before developing into major conflict. Those experiencing difficulty in existing partnerships are helped by a greater understanding of each other which can lead to compromise and harmony.
Foreknowledge of an applicant’s abilities and limitations enables the employer to be assured that his choice is correct before the final commitment is made. It can be effective when determining internal promotions or lateral moves and in situations where an individual does not seem to be achieving his potential.
If an individual is innately suited to a particular job then he functions at a higher level of efficiency than when he puts himself under continuous pressure by doing something against his natural bent, which is when the problems can start. As an example, it is hopeless to expect someone who needs the stimulus of others to work on his own for hours on end, or to put someone who needs solitude into a bust ling environment.
An analysis provides an objective assessment which may confirm your initial impression, provide areas for further questioning or give you food for thought. Awareness of an individual’s strengths and weaknesses, prior to his joining the team, means that he can be used to the best of his potential and additional training can be given to any weaker areas before he is put on the front line.
In short we give you a good idea of someone’s ingredients - and how best to utilise them.
Oliver Graham Managing Partner Graham, Tulloch & Associates
