Welcome to part 4 of my blog series on assessments...the previous 3 blogs: Why Workplace Assessments Fall Short... How to Ensure Workplace Assessments DON'T Fall Short... Workplace Assessments - Running With Scissors... You and I made it! In this blog I will provide a detailed summary of the off-the-shelf assessments you can investigate / select from for implementation with your current workforce. Which brings us to the heart of the blog - the assessment detailed summary. No doubt, this will continue to evolve based on feedback / banter of results and introductions of emerging assessments. If you don't see an assessment listed (and believe it should), please let me know and I can update. As noted previously... Special note about Emotional Intelligence (EI) - you ever step on an ant hill? EI is kind of like that! There are NUMEROUS providers of this type of assessment. It is a highly discussed area in the research circles. So much so there is an organization: Consortium for Research on Emotional Intelligence in Organizations (www.eiconsortium.org) - CREIO is to advance research and practice of emotional and social intelligence in organizations through the generation and exchange of knowledge. It is currently made up of 12 core members and 91 additional members who are individuals with a strong record of accomplishment as applied researchers in the field. The Consortium was founded in the spring of 1996 with the support of the Fetzer Institute. Its initial mandate was to study all that is known about emotional intelligence in the workplace. As such, it is recommended to visit their website to review these providers / tools: Emotional Intelligence Quotient – EQ-i Emotional & Social Competence Inventory 360 – ESCI Emotional & Social Competence Inventory – University – ESCI–U Genos Emotional Intelligence Inventory – Genos EI Group Emotional Competence Inventory – GEC Mayer Salovey Caruso Emotional Intelligence Test – MSCEIT Profile of Emotional Competence – PEC Schutte Self–Report Inventory – SSRI Six Seconds (Not on the CREIO website.) - http://www.6seconds.org/ Trait Emotional Intelligence Questionnaire – TEIQue Wong's Emotional Intelligence Scale Work Group Emotional Intelligence Profile – WEIP Summary of off-the-shelf workplace assessments: BestWork Big Five (AKA Five Factor Model) Builder Profile 10 (BP10) Business Chemistry CliftonStrenths DiSC / DISC Enneagram Harrison Assessment Herrmann Brain Dominance Instrument (HBDI) Hogan Personality Inventory Keirsey Temperament Sorter Kolbe Index Myers-Briggs Type Indicator (MBTI) Pearman Pearson-Marr Archetype Indicator (PMAI) People Map Saville Consulting’s Psychometric Assessments Situational Judgment Tests Standout The Birkman Method TotalSDI (Strength Deployment Inventory) - The BestWork - measures personality traits and cognitive abilities that tend to remain stable over time. This report applies those measurements to specific behaviors that relate to working with others. Using this information, co-workers can more quickly gain an understanding of how to communicate more effectively with each other. Uses: employee / leadership development, retention, team building. https://www.bestworkdata.com/about/what-we-do/ - Big Five (AKA Five Factor Model) - concept of the "Big Five" personality traits is taken from psychology and includes five broad domains that describe personality. The Big Five personality traits are openness, conscientiousness, extraversion, agreeableness, and neuroticism. Uses: employee / leadership development, retention, team building. http://www.truity.com/view/tests/big-five-personality - Builder Profile 10 (BP10) - to identify entrepreneurs / intrapreneurs who are likely to significantly grow their business. Formerly known as Entrepreneurial StrengthsFinder and later Entrepreneurial Profile 10 -- an online assessment for helping people discover and develop their business-building talents. Uses: employee development, business development, team building. https://www.gallupstrengthscenter.com/EP10/en-US/About - Business Chemistry - personality assessment developed by Deloitte. The framework builds off research from the fields of neuroanthropology and genetics aimed at understanding the science behind relationships that work. It leverages modern computational techniques to bring a data-driven approach to understanding personalities. The results of the assessment reveals four dominant personality types common in business: the Driver, the Pioneer, the Integrator, and the Guardian. https://businesschemistryblog.com/ - CliftonStrengths - a psychometric assessment that measures the things you’re naturally good at doing. It identifies areas where an individual’s greatest potential for building strengths exists. Uses: career counseling, employee / leadership development, executive / life coaching, retention, team building. https://www.gallupstrengthscenter.com/ - DiSC / DISC - used to get to know oneself, others and behaviour in interpersonal situations better. It is based on the theory of psychologist William Moulton Marston, which centers on four different behavioral traits: Dominance, Influence, Steadiness, and Compliance. This theory was then developed into a behavioral assessment tool by industrial psychologist Walter Vernon Clarke. Two of the most commonly used in the workplace: DISC Insights and Everything DiSC. Uses: employee / leadership development, retention, team building. Checkout their websites for more information: DISC Insights - https://www.discinsights.com/ | Everything DiSC - http://www.everythingdisc.com/Home.aspx - Enneagram - The Enneagram Institute®, formed in 1997 by the late Don Richard Riso and by Russ Hudson, was formed to further research and development of the Enneagram, a tool for understanding ourselves and others. At its core, the Enneagram helps us to see ourselves at a deeper, more objective level and can be a path to self-awareness. It will identify your basic personality type. There are three types in the Instinctive Center, three in the Feeling Center, and three in the Thinking Center. Each Center consists of three personality types that have in common the assets and liabilities of that Center. https://www.enneagraminstitute.com/ - Harrison Assessment - It measures 175 behavioral factors, including counter-productive tendencies that could derail success for specific jobs. It maps employee talents to specific job requirements making it easy to ensure employees are in roles that leverage their talents. It measures: Job Success Analysis Development for Position; How to Manage, Develop, & Retain; Paradox Analysis; Trait; Interests and Work Environment Preferences; Behavioral Pattern Analysis; and Work/Culture Engagement. Uses: leadership development, retention, team building. http://www.harrisonassessments.com/ - Herrmann Brain Dominance Instrument (HBDI) - is a system to measure and describe thinking preferences in people, developed by William "Ned" Herrmann while leading management education at General Electric's Crotonville facility. It's a psychometric assessment that shows how you prefer to think. Often referred to as the ‘Whole Brain Model’ it shows us which areas we prefer to think, and which areas we prefer not to think. Uses: employee / leadership development, retention, team building. http://www.herrmannsolutions.com/ - Hogan Personality Inventory - measures day-to-day personality, also known as the bright-side. It assesses how we relate to others. Uses: selection; development; and leadership. http://www.hoganassessments.com/content/we-predict-performance - Keirsey Temperament Sorter - self-assessed personality questionnaire designed to help people better understand themselves and others by confirming their and others' personality type. It is based on Keirsey Temperament Theory™, published in the best selling books, Please Understand Me® and Please Understand Me II, by Dr. David Keirsey. Uses: employee / leadership development, retention, team building. http://www.keirsey.com/default.aspx - Kolbe Index - measures how we naturally DO things. The assessment provides a map of an individual's natural instincts, or modus operandi (M.O.). Uses: employee / leadership development, retention, team building. http://www.kolbe.com/ - Myers-Briggs Type Indicator (MBTI) - measures the psychological preferences that influence how people perceive the world and make decisions. The MBTI sorts psychological differences into four opposite pairs, resulting in 16 possible personality types. The four type preferences are Extraversion vs. Introversion, Sensing vs. Intuition, Thinking vs. Feeling, and Judgment vs. Perception. One possible classification of a personality type could be ESTJ: extraversion (E), sensing (S), thinking (T), judgment (J). Uses: career counseling, employee / leadership development, executive / life coaching, retention, team building. http://www.myersbriggs.org/ - Pearman Personality Integrator - provides a measure of personality in one’s natural state (i.e., what is most comfortable) and in one’s every day environment (i.e., what is most often demonstrated). It also explores any disconnects the assessee may have by providing insight into their level of flexibility, agility and resiliency. Uses: career counseling, employee / leadership development, executive / life coaching, retention, team building. https://tap.mhs.com/pearman.aspx - Pearson-Marr Archetype Indicator (PMAI) - archetype assessment tool, and it opens a window into the patterns of our unconscious stories and provides a path to self-understanding. Uses: career counseling, employee / leadership development, executive / life coaching, retention, team building. https://www.capt.org/ - Peoplemap™ - designed to develop assessee's "people" skills. Provides a "map" for effective relationships, conflict resolution and work with others to reach your goals. Uses: career counseling, employee / leadership development, executive / life coaching, retention, team building. http://www.peoplemapsystems.com/ - Saville Consulting’s Psychometric Assessments - measures aptitude (verbal, numerical, diagrammatic, abstract, error checking, spatial and mechanical) and personality (talents, motives and preferred culture). Uses: recruitment, selection, development and management of talent. https://www.savilleconsulting.com/ - Situational Judgment Tests - (I know, has the word "test" in it...it's not me...) measures verbal, numerical, and inductive reasoning as well as personality and motivation. Typically presented with a written description of a scenario and asked to select the appropriate response from a multiple choice list. Uses: recruitment, selection, development and management of talent. (Many websites - Google "Situational Judgement Tests".) - Standout - assesses what you are naturally good at. StandOut makes use of nine strength roles; Advisor, Connector, Creator, Equalizer, Influencer, Pioneer, Provider, Stimulator and Teacher. Uses: recruitment, selection, development and management of talent. https://www.tmbc.com/ - The Birkman Method - measures individual’s personality, perceptions and underlying needs. Uses: career counseling, employee / leadership development, executive / life coaching, retention, team building. https://birkman.com/assessment-solutions/the-birkman-method/ - TotalSDI (Strength Deployment Inventory) - eight assessment tools measures the motives that drive behaviors. The tools provide insights and a learning method. Uses: people can use to develop better leaders, build more effective teams, and reduce the growing costs of conflict. Uses: employee / leadership development, executive coaching, retention, team building. https://totalsdi.com/ Phew! That was easy! (Not!) Now what? It's great to have a listing of the "off-the-shelf" workplace profiling assessments huh? I hope so! Now to the $64,000 question, "Which one do you choose?" Here's a simple 5 step roadmap for helping you arrive at your conclusion: 1. Review this and the previous blogs on workplace assessments: Why Workplace Assessments Fall Short... How to Ensure Workplace Assessments DON'T Fall Short... Workplace Assessments - Running With Scissors... 2. Go to the provider's website. 3. Reach out to a local representative / certified coach to get their take about what you're hoping to accomplish. 4. See what people say about it. Learn about their experience using the assessment. 5. Ask to speak with "like" groups who used the assessment. That's it (for now)! I'd welcome your thoughts. Till then, My best in your quest! Mark I believe each of us is a gift. I create trusted relationships where individuals, teams and leaders NAME, CLAIM and AIM their gifts to achieve optimum performance. Interested to Learn About Yourself or Your Team? Mark is a Certified CliftonStrengths Coach, Facet5 and TotalSDI Facilitator and happy to discuss your situation. SEE Summary List of Other Blogs!
robertfilippiss
6/30/2022 12:44:44 am
Coaching with Birkman Method
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About Mark MyetteI believe each of us is a gift. I create trusted Archives
August 2018
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