Psychometric profiles are used to measure psychological traits, such as personality, values, and cognitive abilities. They can provide valuable insights into an individual’s behaviors, thought processes, and motivations.
The are especially useful in supporting leaders to step up. They help leaders gain a deeper understanding of themselves and their leadership styles, as well as provide guidance on how to improve and adapt their approach to better meet the needs of their team or organization. They are also commonly used in recruitment to assess likely on the job performance.
Psychometric tools can be useful to help leaders answer some of the following questions:
- What are my blind spots?
- How can I best influence others?
- How can I reduce conflict and increase collaboration?
- How do I best manage stress?
- What situations might bring out my best and my worse version of me?
There are a range of tools you can use, some better than others. Although the reports are automatically generated. A trained expert is usually needed to help you interpret it. I am trained to deliver the Hogans Inventories and the Aotearoa NZ based Selector Insight.
Hogans Inventories
The insights from the Hogans inventories help us understand the consistent ways a leader is likely to interact with the world, both in good times and bad. The tools are based on robust and extensive research, worldwide over decades.
Three surveys cover three different components, namely:
- The Bright Side: How the leader is likely to behave under normal circumstances
- The Dark Side: Insight into potential derailing tendencies. i.e. how the leader is likely to behave when tired, stressed, or bored. Put another way – at the times they are not actively managing their reputation.
- Preferences and Motivations: what things are key to the person’s work and life satisfaction.
Selector
The Selector report will provide insight into:
- Reasoning ability in terms of verbal, numerical and logical reasoning. This helps to ascertain both their ability to carry out the requirements of the role and the potential for future promotion.
- Work style preferences. This provides a feel for how they will cope with your systems and processes. It also gives you an understanding of what induction and training will be most effective and efficient for this person.
- Personal style. This enables you to assess their potential fit with your organisations’ culture and people.
- Resilience. This measures their skills in combating stress and identifies possible training opportunities.
Q n A with Dr Rachel
How are psychometric profiles delivered?
They are delivered online. It’s super simple a link is sent and the leader (or candidates in recruitment) and the results are sent instantaneously.
Do I get to see my own profile?
Yes absolutely when doing leadership development, you will not only see the profile but be coached through it in detail by me.
Do you do the Myers Briggs?
Although the Myers Briggs remains popular studies indicate it has low reliability and validity. In science-land these have specific meaning, low reliability means if you test and re-test you may get very different results. Validity is about what something is testing, in this case the Myers Briggs doesn’t do a great job of testing personality. It appeals to people as it is so well known, and well kinda fun. However do seriously consider more valid and reliable alternatives for your team.
