Psychometric instruments are research-based and can be used to identify behaviour preferences and traits. We use these instruments along with 360 degree feedback tools on our development programmes.
Why use psychometric instruments and feedback tools?
It is easy for intelligent people to understand the concepts covered in skills training but it is far more difficult for them to change their behaviour. This starts with self-awareness: what do I do well, what could I do better, what is stopping me adopting best practice etc. With a good understanding of personal style it is then easier to develop and enhance the skills and behaviours needed for effective leadership, management, team-working, client handling and personal effectiveness.
Most of the tools we use can be administered simply via the internet and are completed before the start of the programme. Most require 1-to-1 feedback meetings – face to face or virtual. For some this could be 15 minutes for others it could be as long as two hours. 1-to-1 feedback ensures confidentiality, accurate interpretation for the individual in the context of their role and it kick-starts the development planning process. Follow-up coaching and review sessions can support the individual as they respond to the feedback and try out new behaviours.
Why we have an ethics policy
The information gathered from psychometric and feedback instruments can be insightful and powerful. However, if the instruments are used inappropriately, unfairly or if participants are not comfortable with their use, then the resulting information can be misleading. This could give rise to inappropriate development or unfair decisions which could affect an individual’s opportunities and reputation. Our ethics policy is intended to set out for client organisations the approach used by Profex Consulting to ensure that these instruments are used fairly and appropriately and kept confidential unless otherwise stated. A key aim is to provide reassurance to participants attending programmes that their individual rights are protected and that we will do all in our power to ensure good assessment practice.
Choosing the right psychometric instrument or feedback tool
We will help you to select the right tool depending on the development need, the amount of participant development time available – for professionals this is often the biggest restriction – and of course your budget. Our most popular all-round tool is DISC, but we also use HPTI (High Performance Trait Indicator) for emerging leader programmes, TEIQ for emotional intelligence coaching, Hogan Development Survey for leadership coaching, MBTI (Myers Briggs Type Indicator), Firo B, 16PF, Benchmarks and Skillscope.