PSYCHOMETRIC Profiling

Myers Briggs – One powerful tool, many applications

The world-renowned Myers-Briggs personality assessment has helped millions of people across the world gain a deeper understanding of themselves and how they interact with others.
Learn about your personality type preferences using the Myers-Briggs framework mean you will become part of a community of people who share a common language for talking about their personality and who us Myers Briggs Type Indicator knowledge to work more effectively together
Myers-Briggs is applicable to:

1. Self-understanding and individual development
2. Becoming an effective communicator
3. Team Building
4. Leadership and Management Development
5. Coaching ( one to one and group coaching)
6. Organisational Development and Change Management
7. Diversity and multicultural training
8. Problem solving and Conflict Resolution
9. Career development and exploration
10. Education and Learning styles
11. Relationships

Mental Toughness (MTQ48 and MTQ PLUS)

The MTQ48 assessment is a unique 48 item high-quality psychometric measure that measures Mental Toughness which describes the mindset that every person adopts in everything they do.

It is closely related to qualities such as character, resilience, grit, etc.

Published research and case studies from around the world show that Mental Toughness is a major factor in:

• Performance – explaining up to 25% of the variation in performance in individuals
• Positive Behaviour – more engaged, more positive, more “can do”
• Wellbeing – more contentment, better stress management, less prone to bullying
• Aspirations – more ambitious, prepared to manage more risk

The MTQPlus assessment is a unique 74 item high-quality psychometric measure that measures Mental Toughness which describes the mindset that every person adopts in everything they do.
It is closely related to qualities such as character, resilience, grit, etc.
Published research and case studies from around the world show that Mental Toughness is a major factor in:

• Performance – explaining up to 25% of the variation in performance in individuals
• Positive Behaviour – more engaged, more positive, more “can do”
• Wellbeing – more contentment, better stress management, less prone to bullying
• Aspirations – more ambitious, prepared to manage more risk

Integrated Leadership Measure – ILM72

The ILM 72 assessment is a reliable psychometric measure which assesses two important elements:
Adopted Leadership Style and Leadership Effectiveness in terms of Leadership Behaviour

Effective leadership motivates people to give up their discretionary effort and do it willingly and enthusiastically.

For organisations, this translates in to better, more competitive performance and the development of a positive culture.
For individuals, this translates into a sense of growth, a sense of belonging and a sense of self-esteem. They are less likely to leave an organisation where leadership is evident.
With effective leadership issues such as absenteeism, poor customer service, ineffective team working and resistance to change simply evaporate.

Leadership is also a cultural issue and can be developed at all levels of an organisation. Those at the top must provide leadership …. but everyone can be a leader and play a part in motivating colleagues.

Emotional Intelligence ( EQi-2.0 and EQi 360°)

Emotional Intelligence is a set of emotional and social skills that influence the way we perceive and express ourselves, develop, and maintain social relationships, cope with challenges and changes and use emotional information in an effective and meaningful way
Emotional Intelligence as defined above and applied in the Emotional Quotient Inventory (EQi-2.0) reflects the individuals overall well-being and ability to succeed in life
Assessing and evaluating an individual’s emotional intelligence can help establish the need for targeted development and training programs. This can lead to significant measurable improvements in the individual’s performance, interaction with others and leadership potential.

The potential opportunity identified by EQi-2.0, along with development plans it provides makes it a highly effective development tool and can be applied to:

1. Recruitment and Selection processes
2. Leadership Development
3. Organisational Development and Change Management
4. Enhancing self-awareness
5. Team building and effectiveness
6. Succession Planning
7. Executive Coaching
8. Transition Coaching

WHEN TO USE THE EQ-i 2.0 LEADERSHIP REPORT?

Every company has experienced instances where a leader within the organisation shows strengths in core competencies necessary for the role, but maybe exhibiting EI blind spots of which peers are taking notice.
Or, a company finds an employee that exhibits great work ethic and is an emerging star amongst his/her peers, while showing comparable traits to leaders within the organization.
In both scenarios, the Leadership Report can be used when honing in on leadership development, executive development and coaching, and developing high potential leaders.
The Leadership Report examines results through four key dimensions: Authenticity, Coaching, Insight, and Innovation.
The report also contains insights on the possible implications of results, and which skills have the highest potential of becoming leadership derailers. Strategies for development will be provided with the aim to attain true leadership potential while being able to compare results against top leaders as a benchmark.

WHEN TO USE THE EQ-i 2.0 WORKPLACE REPORT?

An employee’s skills and qualifications are important for success within their role. An employee’s emotional intelligence can be just as important, if not more so, for fulfilment within, or potentially beyond, their current role. The EQ-i 2.0 Workplace Report is designed to be used in instances of coaching and development situations in work settings for an individual at a non-management level. It helps coaches focus on the impact of emotional intelligence at work and offers suggestions for working more effectively in one’s role, with colleagues, supervisors and clients.

EQi 360

EQi 360 Reports provide in-depth analyses by having those who work with your employee and know your employee personally provide feedback in addition to your employee’s self-assessment. Allowing for unlimited raters (Managers, Peers, Direct Reports, Friends and Family), these observer ratings are compared with the self-assessment in order to provide your employee with a 360-degree view of his or her effectiveness. These reports are designed to provide valuable insight and opportunities for development.

EQi 360 Leadership Report
When to use the EQi 360 Leadership Report

When looking at potential, new, or existing leader within an organization, it is not only important to gain an understanding of their performance in the workplace; but also for them to gain insights into their performance as a leader by peers, direct reports and supervisors.
The Leadership EQ 360 Report allows for an unlimited number of raters to provide feedback and provides insights into opportunities for development. The Leadership 360 report lends itself well to a follow-up with the same group of evaluators to compare results and track progress.
EQi 360 Workplace Report
When to use the EQi 360 Workplace Report

When working in an organization, it’s important to be cognizant of the impact of one’s actions on colleagues. The EQ 360 report offers an in-depth analysis by having those that work with an individual and know them personally provide feedback in addition their self-assessment to provide a 360-degree view of his or her effectiveness and EQ competencies. This report can be used for results specific c to a workplace context, enabling career and organizational development. It identifies blind spots, strengths, and developmental opportunities in the workplace. The Workplace 360 report lends itself well to a follow-up with the same group of evaluators to compare results and track progress.

EASY ADMINISTRATION AND SUPPORT
The EQ 360 multi-rater report is completely aligned with the EQ-i 2.0 self-assessment providing a seamless user experience.

• Both use the same EQ-i 2.0 model.
• Import EQ-i 2.0 results directly into the EQ 360.
• Add up to five custom open-ended questions relevant to organizational goals, situations, and desired outcomes.

 BELBIN Team Roles

What’s Belbin All About?
Great teams start with Belbin!
Belbin Team Roles is the language of teams, enabling individuals to be able to project and talk about their behavioural strengths in a productive, safe and non-confrontational way.
By using Belbin, individuals have a greater self-understanding of their strengths, which leads to more effective communication between colleagues and managers.
Great teams can be put together, existing teams can be understood and improved, and everyone can feel that they are making a difference in the workplace.

Why Use Belbin Team Roles?
Belbin Team Roles are used to identify behavioural strengths and weaknesses in the workplace. Whether developing people, resolving conflict or fine-tuning high performance, Belbin Team Roles provide the language to ensure that individuals and teams communicate and work together with greater understanding.

In a nutshell, using Belbin Team Roles will give you:

• Balanced teams based on behavioural contributions rather than job titles
• Self-aware individuals who can adapt their behaviours according to the situation and business need
• The right people doing the right tasks, leading to better-performing teams
• Depersonalised team conversations, using a common language to discuss team contributions
• Informed, impartial decision-making, based on fact rather than a ‘gut-feel’ which may be subject to unconscious bias
• Confidence when making decisions involving people
• Insight into behavioural strengths and weaknesses which aren’t necessarily revealed by a CV
• The language to help facilitate coaching conversations