We offer a number of profiling and assessment tools, which may be used either for individual and/or team development programmes, or as part of a selection process. Our priority is to ensure that we spend time clearly establishing your needs and that any tools used match your requirements and add real value.
The OPQ is an internationally recognized personality questionnaire, which measures 32 different dimensions of people’s preferred or typical styles of behavior at work. It provides a clear framework for understanding the impact of personality on job performance and can be used for both selection and development of individuals.
Wave Styles assessments have been developed to measure individuals motivation, talents, competency potential and preferred culture. The ‘Styles’ assessments are available in two formats: a compact version measuring 36 behavioural facets and a more comprehensive version measuring 108 behavioural facets. Specific reports can be generated for a range of applications, making this a valuable tool for both selection and development.
The Emotional Quotient Inventory (EQ-i) examines emotional intelligence skills with leadership and is particularly helpful tool for executive coaching. The resulting report provides a snapshot of how an individual’s emotional intelligence compares to that of other leaders, providing an insight into leadership strengths and potential areas for development.
This multi-dimensional approach to personality assessment provides powerful insights in a number of key areas. The four core assessments: the ‘Hogan Personality Inventory’, ‘Hogan Development Survey’, ‘Motives, Values, Preferences Inventory’ and ‘Hogan Business Reasoning Inventory’ measure normal personality characteristics, career derailment risks, core value drivers and cognitive style.
Research has shown that an individual’s greatest potential for growth is in developing their strengths, rather than trying to fix their weaknesses. There are a number of evidence based benefits of working with strengths including improved performance, resilience, self confidence and levels of motivation. Psychologist Alex Linley differentiates between ‘strengths’, which are energising and ‘learned behaviours’, which can be draining. The ideal is to maximise the use of key strengths and to moderate the use of learned behaviours.
Our coaches work with clients to help them clarify how they are using their strengths currently and any changes they need to make, enabling them to use them optimally. The strengths based tools we use include Strengthscope and Realise 2.
360° degree feedback provides an opportunity to see how others’ perception of you compares with your own view, allowing you to fully understand yourself in terms of strengths and areas for development. We use a number of 360° feedback tools including:
This tool combines the work of Dr Daniel Goleman and Dr Richard Boyatzis with the Hay Group’s 35 years of competency research and assessment technology. Research has demonstrated a very strong link between Emotional Intelligence and Leadership success, making this an excellent tool for measuring behaviours that can be developed in emerging and established Leaders. This 360° degree feedback tool measures 12 different competencies with the four key areas comprising emotional self-awareness, social awareness, self-management and relationship management.
A highly flexible tool, which may be used for different roles and levels within an organisation, both for individuals or for teams. The competency frameworks used have been designed to cover all of the key relevant skills; however, bespoke frameworks can be developed if required.