PSYCHOMETRIC EVALUATION

“He who knows others is learned; he who knows himself is wise”
Lao Tsu

I am qualified to administer and interpret the most robust, widely used and statistically reliable psychometric instruments. These can be used as part of a coaching intervention to provide valuable information to the recipient.

Thomas Personal Profile Analysis (PPA)

The Thomas PPA provides an accurate insight into how people behave at work, giving the employer a greater level of certainty when recruiting. It can also help you to maximise your training and development budget and boost staff morale to avoid excessive turnover.

The Thomas PPA takes less than 10 minutes to complete, after which you are provided with an initial profile detailing a person’s strengths and limitations, their communication style, value to the business, motivations, fears and behaviour under pressure.

Myers-Briggs Type Indicator

The Myers-Briggs Type Indicator (MBTI) assessment is a psychometric questionnaire designed to measure psychological preferences in how people perceive the world and make decisions. It provides the tools you need to help your people understand individual preferences, including easy-to-use graphic descriptions of reported type, preferences and characteristics.  The MBTI is the world’s most widely used personality questionnaire, based on over 50 years of research and development.

Bar-On Emotional Quotient Inventory (EQ-i)

The EQ-i is the first scientifically validated and most widely used emotional intelligence assessment in the world. Based on over 20 years of global research, it examines an individual’s social and emotional strengths and weaknesses.

Respondents self-report on their life and workplace performance in 15 key areas of emotional skill that have proven to contribute to proficiency in complex business activities such as conflict resolution and planning. By identifying the areas that need improvement, the person can immediately begin developing those areas. At the same time, areas where the person excels can be leveraged to maximise effectiveness.

Fundamental Interpersonal Relations Orientation Behaviour (Firo-B)

The Firo-B is a highly valid and reliable tool that assesses how an individual’s personal needs affect that person’s behaviour towards other individuals. This self-report instrument is widely used and has several applications: management and supervisor development, leadership and employee development, improving team effectiveness and advancing career development.

Saville Holdsworth Competency Management Framework

Used by over 30% of the world’s top 500 companies, this is an experience tested, research based, comprehensive suite of integrated competences. It is used to facilitate interviewing, selection, succession planning, development and executive coaching.

Cattell 16 Personality Factor (16PF)

The 16PF model is probably the most widely used system for categorising and defining personality. Other similar systems exist and may be preferred by certain organisations and professionals, but it’s the 16PF in its various forms that is universally understood.

The 16PF personality questionnaire measures a set of 16 traits that describe and predict a person’s behaviour in a variety of contexts. Interpreted by a qualified practitioner, it aims to provide comprehensive information about an individual’s whole personality, revealing potential, confirming capacity to sustain performance in a larger role and helping identify development needs.

One of the world’s leading selection questionnaires, the 16 factors can be mapped against the competences required for success in related roles, thereby effectively highlighting areas to explore during interviewing to elicit a more comprehensive profile of a candidate’s strength and development needs.

Career Anchors

A “career anchor” is a combination of perceived areas of competence, motives and values relating to professional work choices. Often, people select a career for all the wrong reasons and find their responses to the workplace are incompatible with their true values. This situation results in feelings of unrest, discontent and lost productivity. To help people avoid such problems, career anchors uncover their real values and use them to make better choices.