When assessing talent there are two areas to consider. First, you need to examine the individual’s personality, behavioral tendencies and relationships towards others. The idea is to increase the self-awareness of the individual which then leads to greater self-development. These types of assessments can also be used when making hiring and promoting decisions, looking at the “fit” and adaptability of the individual.
The second area relates to the professional skills required to take that individual to a leadership level. Here assessments can be used to identify areas of self-development and to rank individuals within the organization. This data allows an organization to draw comparisons within a certain group or between countries in which it operates, leading to a more effective talent management and leadership pipeline.
Hogan Assessment is a personality assessment tool that has been around for more than 25 years and which is used by 60% of the Fortune 100. It assesses characteristics of performance that impact productivity. Users can take the assessment anywhere and at anytime on the web, thus it is ideal for worldwide management
This assessment identifies perceptual gaps between the salesperson and their supervisor (mentor) and provides feedback to help address the salesperson’s sales challenges.
DiSC is a personal assessment tool used to improve productivity, teamwork and communication. DiSC is non-judgemental and helps people discuss their behavioral differences. It assesses how people look at and act within a particular situation. There are four behavioral styles – ‘Dominance’, ‘Influence’, ‘Steadiness’, ‘Conscientiousness’. As personalities cannot change easily, SiSc focuses on behavioral patterns that can be adapted or/and changed to become more effective in the workplace.
MAP is designed to evaluate a manager’s proficiency in 12 prescribed competencies. All results can be cumulated so overall organizational strengths and weakness can be evaluated.
The Team Dimensions Profile is the best learning tool for team building and development. It helps teams in an organization by identifying individual strengths and approaches to teamwork. It also helps to clarify team roles and reinforces the contributions of each team member.
This assessment identifies perceptual gaps between the salespersons and their supervisor (mentor) and provides feedback to help address the salesperson’s sales challenges.
This assessment diagnoses whether or not upper management (general managers and above) recognizes their role in creating the visions and strategy, making decisions, and training successors, and puts that awareness into practice through observation of behavior by superiors, subordinates and others. This is a 360-degree diagnostic tool that leads to deep introspection and behavioral changes.
This assessment diagnoses whether or not management (new appointments-third year) is demonstrating leadership via specific behaviors such as training, communicating and sharing strategies with subordinates through observation of behavior by superiors, subordinates and others.
This tool allows you to measure emotional intelligence and stress tolerance, which are increasingly important in today’s business world. In addition, it will look at intellectual capabilities and competencies as measured by regular vocational qualification tests. It can be utilized in hiring and promoting employees as well as developing mental toughness and stress management skills.