• Vendor-neutral products and methodologies
• Best-in-class tools
• For selection and development at all career stages
• Building high performing teams
• Board appointments
Psychological assessment has been around for decades. From trying to measure basic intelligence in 1906, to modern techniques aimed at understanding constructs such as emotional intelligence, psychological assessment has always provided an evidence-based description of personal attributes. This information can be helpful, for developing leaders, showing teams the ways in which they are most similar and different and in coaching individuals and teams.
Psychological assessment usually requires someone to answer a published survey or questionnaire, and then having the results compared to a meaningful peer group. Contemporary assessment is usually available on mobile or tablet devices, often in multiple languages and with a large range of norm groups.
The focus of the assessments may be for:
– Recruitment and selection (finding ‘typical’ behaviours and comparing these to the role for best fit)
– Leadership development (looking at an individual’s typical characteristics and mining these for strengths as well as areas for development)
– Teams to rapidly and intentionally move to high performance
– Individuals to understand their own behaviour more comprehensively, what their strengths are, and the ways in which they might develop themselves.
In all situations, the assessment tool chosen must be “fit-for-purpose”; able to provide relevant and helpful information in a timely and useful way. Most importantly, the assessment process must be managed by and experienced and qualified practitioner.