We have globally scanned best practice in on-line (where-ever possible) tools and have our people skilled in the delivery and interpretation of the following:
Article by David Hanlon
DISC is a four quadrant behavioral model based on the work of William Marston. DISC looks at behavioral styles and behavioral preferences. DISC is not a personality test, rather it examines observable behavior and emotions and as such is more a behavioral analysis tool.
What does it measure? DISC provides more information on how we interact with others. As such it is a good measure for organizations wishing to show the impacts of one type on the other. What we like about the in-depth DISC (there are many forms on the market) is that it illustrates quite clearly the differences between our natural states and our adapted states – where the differences are larger, the greater the energy required to maintain roles in these areas.
Tests such as the Myers-Briggs Type Indicator (MBTI) have popularized our understanding of personal preferences. Katharine Cook Briggs and her daughter Isabel Briggs Myers developed the Indicator during World War II, and its criteria follow from Carl Jung's theories in his work Psychological Types.
Despite criticism within the academic community about personality tests (and the MBTI in particular), a very large and increasing percentage of businesses and organisations use such tests, either in their recruitment procedures or to help team members develop a better understanding of their own behavioural traits.
The benchmark test is referred to as the Big Five factors and this test is used frequently by the recruitment profession.
What does it measure? Personality measures assess our stable preferences and characteristics.
How important is Personality? Personality factors are believed to account for around 15% of our total performance. Hence they are also an important contributor to our total make up.
Can it be improved? General consensus is your management of your personality management skills can be improved which is one of the main reasons for the interest in developing a better understanding of how preferences impact our behaviours.
Emotional intelligence is a very recent measure as has been made popular by Daniel Goleman’s best seller, Emotional Intelligence. The tests used vary from a range of popular “self-reports” to more credible ability tests. The MSCEIT (Mayor-Salovey-Caruso Emotional Intelligence Test) is the benchmark test, and it is increasingly being used by organisations to assess and understand the ability of their people to use and manage emotions.
What does it measure? The test measures your ability to be intelligent with and about emotions in four areas:
How important is EQ? EQ is believed to account for around 15% of our total performance. It is therefore an important contributor to our total make up.
Can it be improved? General consensus is your EQ management skills can be improved which is one of the main reasons for the interest in developing a better understanding of this facet of our makeup.
360o feedback has become an important component of performance improvement and management systems in team and line management situations.
Our survey tools enable team members and team leaders to use meaningful feedback from their colleagues as a reliable basis for their own continuous improvement activities.
Applications for our 360otools include:
Where people are concerned, perceptions can become the reality very quickly if issues are not managed effectively.
Our survey tools enable managers and teams to obtain reliable feedback about perceptions about a wide range of issues and provide the basis for addressing erroneous perceptions before they damage performance and/or reputation.
Applications for our perception analysis tools include:
The Organizational Vital Signs (OVS) is an easy-to-use tool for quickly measuring and improving the organizational climate. The 15-minute online survey instantly shows “hot spots” in the organizational culture that are blocking optimal success and key strengths to build upon. Less expensive and faster than most comparable tools, OVS provides an invaluable guide for leadership and organizational development.
The statistically reliable, normed assessment addresses five climate factors, plus an overlay dimension of Trust:
“It doesn’t matter what your work or business is, you will take away something that will move you and your business forward.”