The psychology for success plays a big part in the successful outcomes of many of our coaching interactions. In order to understand our personality and what motivates us, there is no better tool than a robust psychometric report. It is a great point of reference for an individual or team to then adapt and develop natural tendencies and receive support with any weakness to become successful.
Paradigm reports have helped major companies in establishing or improving their in-house assessment systems. This has been achieved by improving performance through getting the right people into the right jobs, retaining and motivating them in the right way, and developing them in the right direction.
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Paradigm reports have helped major companies to establish and improve in-house assessment systems by:
Some of the main reasons for choosing Paradigm® business psychometric profilers include:
Paradigm FiTiN™ is based on the International Personality Item Pool (IPIP) and multiple personality constructs created by Lewis R. Goldberg, Ph.D. at the Oregon Research Institute (Goldberg, 1991)*. This item pool has been used in the construction of a range of assessment tools for the US Airforce and for corporations in the US and in Europe. The IPIP-NEO inventory has been administered to more than 200,000 people all over the world by Professor John A. Johnson‡, and is becoming one of the most popular Five-Factor personality inventories.
*Dr. Lewis R. Goldberg, a senior scientist at Oregon Research Institute and Professor Emeritus at the University of Oregon, serves on the editorial board of the Journal of Personality and Social Psychology, Personality & Individual Differences, the European Journal of Personality, and the Journal of Personality Assessment. He has more than 100 publications in the field of personality psychology.
‡Dr. John A. Johnson is professor at the Pennsylvania State University; his main research field is personality tests during personnel selection. He received award from University of Bielefeld, received the Provost's Collaborative and Curricular Innovations Special Recognition Program Award, received first place of STAR Project Award and received Alumni/Student Award for Excellence in Teaching. Besides numerous publications in journals, he also published a book: Hogan, R., Johnson, J. A., & Briggs, S. R. (1997). Handbook of personality psychology. San Diego: Academic Press.
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Psychometric testing in business is a way of understanding a person's way of thinking, their behavioural traits, and their overall personality and ways of dealing with situations.
Unlike knowledge levels which can often quickly be determined by seeing what qualifications and past training an individual has undertaken, or past experience which can be seen on a CV, a psychometric test will allow a manager to obtain a good insight into the character of their current or potential employees.
As alluded to in the last sentence in the paragraph above, psychometric tests are quite often performed with prospective job applicants. Typically, a shortlist of applications will be made after rejecting those who do not possess the quantifiable requirements, such as a minimum level of qualifications or experience. Once this is done, and the recruiter is left with a number of fairly similarly-qualified applicants, they can then ask each person to complete a psychometric assessment.
Depending upon the quality of the psychometric assessment used, it should provide an invaluable insight into various cognitive aspects of each person. This can give the hirer an in-depth look into aspects and questions such as:
The impact of wasted time and money as a result of employing the wrong person for the job can be large, not to mention the negative effect in can have on existing employees who may have been highly productive up until the new person came on board. This is why it is so important to hire the right person first time round, and why psychometric testing can play such a major part in achieving this goal.
Of course, psychometric testing does not have to be done solely on potential new recruits. In fact, a surprisingly low number of managers- who often use such tests in some form when recruiting - do not even consider the idea of using psychometric tests on their existing employees.
Typically, this is because they feel that they already know what they have got in terms of a worker, how good they are at their job, how well they work with those around them etc. In reality though, they are probably missing out on a great deal of vital knowledge which they could use to get much more out of that person. Even if they underwent a business psychometric test during the interview process when they were first recruited, the way they think now that they are actually in the job role my be significantly different to when they first started.
Psychometric tests for current employees are frequently used in conjunction with business coaching. A business coach can either be the employee's manager, or an external business coach who can see the business and its people through an unbiased pair of eyes (Related Page: Internal of External Business Coach?
By working with the employee, and using a combination of business coaching and psychometric assessments, the coach can identify what is holding an employee back from achieving their optimum output, and what methods and incentives would get them to produce more, without risking things going the other way and the employee being further discouraged.
Psychometric assessment tests are a key tool for managers to use in order to find out what really drives potential and current employees, and what makes them tick. By acquiring this knowledge, they can hire candidates who are much more likely to be a good fit for the business. They can also make changes and introduce incentive plans with much more confidence now that they have a far better understanding about how existing employees will react and work in such a changed environment.
Based on our extensive work and experience with leaders, both in the private and public sectors, this ILM Level 5 Coaching and Mentoring programme has been designed to develop the capability of leaders to positively impact the performance of individuals and teams.
This programme has been created to sharpen a leader's skills - enabling them to balance control, commitment and empowerment through productive conversations with individuals and teams.
As well as providing our own first line management courses, we also offer the ILM Level 3 Award in Leadership and Management qualification.
Accredited by the Institute of Leadership and Management (ILM), the ILM Level 3 Award in Leadership and Management qualification is also aimed at managers who have had little or no previous formal management training.
Along with core management skills and performance of management tasks such as project management, leading meetings and delegating, the course syllabus aims to develop managerial skills by covering many related subject areas including leadership, planning and managing change, communication skills and the management of people.
We currently run this qualification as an open course at our Nottingham and Reading training venues, as well as offering it as an in-house programme for a group of our managers. As part of our Online Future Leaders Journey, we also offer the ILM Level 3 Award and ILM Level 3 Certificate qualifications in Leadership and Management as online courses which can be taken over 12 and 18 months respectively, and are idea for those who cannot take the three days out of the workplace to attend an open course.
To find out more information such as scheduled dates and prices for the various ILM Level 3 Award in Leadership and Management options, please click on the button below.