ASSESSMENTS

Only about 10% of a person’s behavior can be described by what others observe through day-to-day interactions. This is where assessments are extremely helpful. Assessments are based on sound scientific and psychological principles, and give individuals in-depth, objective, comprehensive and reliable information about behavior.

This includes:

  • How they think
  • Natural tendencies, behaviors and preferences
  • How they interact with peers and managers
  • Attitudes toward important performance-related issues

This information enables an organization to select the best people for a job, improve communication between employees and managers, improve team performance and organizational climate, and build consistent culture and values.

An integral part of Michael Scarpone’s work, assessments are offered as a part of our corporate programs such as career transition, leadership development and coaching.  They can also be implemented outside of a program involving interpretive sessions either in person or via phone.  In addition, there are additional psychometric and other assessment tools available depending on individual program needs.  Contact us to learn more about what these assessment tools can do for your business.

Myers-Briggs Type Indicator (MBTI) II

Available from Consulting Psychologists Press (CPP), MBTI II reveals detailed personality preferences which can lead to greater self awareness, improved choices, more effective interactions and communications with others, and career exploration/fit. MBTI is among the most validated assessment instruments available, with over 1 million administered each year. It is often utilized in combination with other instruments for maximum impact.

Emotional Intelligence

Research has shown that “EQ” (as it is often called) is a better predictor of success than “IQ”. Emotional Intelligence is the ability to recognize and manage emotions (yours and others). The emotionally intelligent person exhibits such competencies as accurate self-assessment, self-control, empathy, and influence. The ability to accurately assess and develop these competencies will set organizations apart.

The EQ assessment measures the interaction between a person and the environment he or she operates in. Assessing and evaluating an individual’s emotional intelligence helps establish the need for targeted development programs and measures. This, in turn, leads to dramatic increases in the person’s performance, interaction with others, and leadership potential. The development potentials the EQ-i 2.0 identifies, along with the targeted strategies it provides, makes it a highly effective employee development tool. In addition to individual assessment, the EQ-I 2.0 is available to assess team performance as well.

Golden Personality Profiler

Available fro Consulting Psychologists Press (CPP), MBTI II reveals detailed personality preferences which can lead to greater self awareness, improved choices, more effective interactions and communications with others, and career exploration/fit. MBTI is among the most validated assessment instruments available, with over 1 million administered each year. It is often utilized in combination with other instruments for maximum impact.

Strong and Campbell Career Inventories

These questionnaires, based on Holland’s RIASEC theory, help determine self perceptions regarding career interests and corresponding skill levels. Often administered in conjunction with a personality instrument, the inventories may help guide individual career exploration in 1 or more of 6-7 areas covered: artistic, social, enterprising, investigative, realistic, conventional, or adventuring.

360°/Multi-rater Assessments

Customized 360° assessments are available to measure particular leadership or management traits as they relate to organizational core competencies. This tool is customizable to consider factors important to the organization and its culture, but has the versatility of also choosing from a number of competencies validated in large field studies. This tool’s ability to include the ratings of peers, subordinates, and managers makes it among the most powerful in terms of presenting insights for individual development.

FIRO-B

The Fundamental Interpersonal Relations Orientation or FIRO-B is often utilized, in conjunction with other self-assessments, to improve understanding of group dynamics from the perspective of each individual’s expressed and underlying needs from the group as related to the 3 areas of: affection / openness, control, and inclusion. The instrument assists with self-awareness concerning how much socializing, leadership, or personal relations each person wants in their interactions.

Watson-Glaser II

This 80 question self-assessment utilizes 5 test exercises to measure critical thinking ability. Its robust validity and historical reliability power its continued use in measuring individuals across 5 categories: drawing inferences, recognizing assumptions, evaluating arguments, using deductive reasoning, and making logical interpretations.