People Profiling Tools
We apply individual and team-wide surveys and assessments for intensive multi-day leadership development programs and long-term consulting partnerships –we apply the research and science from a range of flagship organisations to asess the impact of organisational trust on employee performance and the key contributing factors to high levels of employee engagement and leadership success.
We are accredited providers of Everything DiSC and Hogan, MSCEIT, MBTI assessment tools
Everything DiSC Workplace®
The Everything DiSC Workplace profile can be used with everyone in the organisation, regardless of their title or role. Participants understand and appreciate the styles of the people they work with, resulting in more effective and productive working relationships
Everything DiSC Management
The Everything DiSC Management profile helps managers to understand themselves in a management context, and shares information on how to create more effective relationships through directing and delegating and motivating their employees.
Everything DiSC Work of Leaders®
Everything DiSC Work of Leaders approaches leadership as a one-to-many relationship, as opposed to the one-to-one relationship of management. This profile, using the framework of Vision, Alignment, and Execution, focusses on tangible steps directed at leading a group or organisation toward their desired outcomes.
Everything DiSC 363® for Leaders
Everything DiSC 363 for Leaders combines the best of 360-degree feedback with the simplicity and power of DiSC. The profile is designed to provide multi-layered feedback, resulting in the top three strategies the leader needs to focus on to improving their leadership effectiveness.
Everything DiSC Sales
The Everything DiSC Sales profile teaches salespeople how to connect better with their customers and increase sales effectiveness using DiSC styles. Salespeople can learn to enhance their communication and as therefore improve their sales relationships.
Everything DiSC Comparison Reports
Build better relationships and make training stick! These 10-page research-validated follow-up reports can be created for any two participants to illustrate their similarities and differences.
The Mayer-Salovey-Caruso Emotional Intelligence Test (MSCEIT)
Developed by academics at Yale and the University of New Hampshire MSCEIT™ evaluates Emotional Intelligence through a series of objective and impersonal questions. It tests the respondent’s ability to perceive, use, understand, and regulate emotions. Based on scenarios typical of everyday life, the MSCEIT measures how well people perform tasks and solve emotional problems, rather than having them provide their own subjective assessment of their emotional skills.
The MBTI tool: Myers Briggs Type Indicator
The MBTI instrument is one of the best known and most trusted personality assessment tool Far more than just personality tests, MBTI Step I and Step II provide a constructive, flexible framework that can be applied to create solutions across all areas of human interaction and personal development. The MBTI profile reveals how an individual sees and interacts with the world, giving insight into their motivation and the motivation of others. This provides a strong foundation for personal growth and development, underpinning enhanced personal effectiveness
1. The Hogan Personality Inventory (HPI) is a measure of normal personality and is used to predict job performance. The HPI is an ideal tool to help you strengthen your employee selection, leadership development, succession planning, and talent management processes.
The HPI was the first inventory of normal personality based on the Five-Factor Model and developed specifically for the business community. The HPI is a high-quality psychometric evaluation of the personality characteristics necessary for success in careers, relationships, education, and life.
2. The Hogan Development Survey (HDS) identifies personality-based performance risks and derailers of interpersonal behavior. These derailers affect an individual’s leadership style and actions. If these behavior patterns are recognized, however, they can be compensated by development and coaching. The HDS concerns characteristics not covered by the Five-Factor Model. Under normal circumstances, the elevated scores on the HDS scales may actually be strengths. However, when an individual is tired, pressured, bored, or otherwise distracted, these risk factors may impede effectiveness and derail success in careers, relationships, education, and life.
3. The Motives, Values, Preferences Inventory (MVPI) is a personality inventory that reveals a person’s core values, goals and interests. Results indicate which type of position, job and environment will be most motivating for the employee and when he/she will feel the most satisfied. Organizations can use this information to ensure that a new hire’s values are consistent with those of the organization. The MVPI can also help diagnose areas of compatibility and conflict among team members. Core values are part of a person’s identity. Consequently, they are a person’s key drivers – they are what a person desires and strives to attain.