Doing things differently – whether it is changing one challenging relationship or shifting the focus of a whole organisation – takes determination, fresh thinking and effort. You need inspiration, support and constructive dialogue.
This is where we really come into our own…
using psychometric tools
We are qualified and experienced in using a range of psychometric tools to provide insight and unlock conversations. By selecting the most appropriate one, we can accelerate individual and team understanding and create a shared vocabulary for development.
The tools that have most frequently and consistently helped us are:
Myers-Briggs Type Indicator (MBTI)
A well-proven and widely understood psychometric that is great for individuals and teams who will benefit from understanding how innate preference and learned behaviour combine to form the basis of personality.
We use MBTI a lot with early career individuals and teams that need a vocabulary to talk about psychological diversity, personal chemistry and communication.
Fundamental Interpersonal Relations Orientation-Behaviour (FIRO-B)
We have found FIRO-B to be an extremely valuable tool, particularly for teams under pressure or whole organisations undergoing rapid transition.
It lends itself to leadership conversations about responses to change and also how individual psychological needs, particularly under pressure, drive behaviours which, in turn, create organisational culture.
Hogan Leadership Inventory
We tend to use the Hogan Leadership Inventory in mid- to senior-level leadership development where a challenging and comprehensive input is required.
It is a comprehensive, three-part tool that is direct and wide-ranging, exploring the positive aspects of our leadership reputation, our likely ‘derailers’ and our underpinning motives and values, linked to organisational fit.