Coachability

Our focus here is on leadership coaching, leadership assessment and coachability assessment tools.

  • Leadership change coaching.
  • Free coachability assessment tool.
  • Executive profiling.
  • Free change readiness assessment tool.
  • Executive assessment.

Coachability using personality tests

Hogrefe’s and Hogan’s Leadership Assessments available

BOMAT (Form D)
Leadership Judgment Indicator LJI-2 (Global)
Hogrefe (Sales) LJI-2
Leadership Judgement Indicator LJI-2 (Standard)
NEO-PI-3 (Self-report)
Hogan Personality Inventory
Hogan Development Survey for motivation
Motives, Values, Preferences Inventory

Other Popular Leadership Assessment Tests available

  • MBTI for personality type
  • California Personality Inventory for personality traits
  • Transformational leadership
  • Emotional Intelligence measures: the Emotional Judgement Inventory
  • Resilience measures
  • Leadership derailers such as Hogan’s Dark Side
  • FIRO B for interpersonal relations

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Leadership Change Consulting Projects

  • BBC Worldwide development centres and feedback report writing for leadership group
  • BAe Systems development centres and feedback delivery for senior managers
  • British American Tobacco development centres (in the UK and the Ukraine) and report writing
  • BNP  Paribas development centres, report writing, feedback, development plan coaching
  • King’s College London – development events as part of change programme
  • Director-level assessments and report-writing for Hilton and Radisson hotels
  • Executive assessments for various NHS Primary Care Trusts (Chairman level)
  • Financial Services Authority – assessing and report writing
  • Assessing/report writing for the Department for International Development (Senior Directors), the Ministry of Justice and Dept. of Health
  • 2-year recruitment project for all levels of a shared service centre (the DVLA)

Executive Assessments

In-depth individual executive assessments are for senior-level appointments. It’s always important to find the right person for a job and to sift out unsuitable applicants. For high-level recruitment it’s particularly important, since a poor selection can prove to be an extremely expensive mistake.

Executive Profile Fit

The candidate goes through a series of tests and exercises, including an extensive interview. Executive assessment uses high-level aptitude tests and a general personality questionnaire. Plus other more specific personality questionnaires, such as those that measure relationship building or conflict management.

Bespoke role plays also feature in executive assessments depending upon the nature of the role, for example a media-handling role play exercise if that is pertinent to the job.

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General Personality Tests available for Executive Assessments

  • SHL’s Occupational Personality Questionnaire (the 32-scale OPQ).
  • Kenexa’s OPI.
  • OPP’s 16PF5 Personality Questionnaire, MBTI Step I, MBTI Step II and the California Personality Inventory.
  • Saville Consulting’s Wave Styles.
  • Talent Q’s Dimensions.

Specific Personality Tests available for Executive Assessments

  • Hogan Development Survey (de-railers)
  • Kenexa and SHL’s Motivation Questionnaires
  • FIRO-B (relationship building)
  • MBTI for Teams (team relationships) and MBTI for Coaching
  • EJI and EIQ (emotional intelligence measures)
  • Thomas-Kilmann Conflict Mode (conflict management)
  • SHL’s Corporate Culture Questionnaire and Customer Contact Styles Questionnaire

Korn Ferry Executive Assessments available

Dimensions
Drives
Logical test
Numerical test

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Pearson Executive Assessments Available

Raven’s Standard Progressive Matrices (v2.0)
Watson-Glaser II (Form D)

Leadership Coaching.

Aon Hewitt Executive Assessments Available

Focus Styles
Swift Analysis Aptitude
Comprehension Aptitude
Swift Executive Aptitude
Wave Professional Styles
Strengths
Workplace English

Psytech Executive Assessments Available

15 FQ+
Adapt-G

Hogrefe Executive Assessments Available

BOMAT (Form D)
LJI-2 (Global)
(Sales) LJI-2
LJI-2 (Standard)
NEO-PI-3 (Self-report)

Hogan Executive Assessments Available

Business Reasoning Inventory
Development Survey
Motives, Values, Preferences Inventory
Personality Inventory

Cut-e Executive Assessments Available

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Scales numerical
sx Scales
Scales verbal
Shapes
Typing exercise
Views

A&DC Executive Assessments Available

Administrative Dilemmas
Call Centre Dilemmas
Customer Service Dilemmas
Graduate Dilemmas
Management Dilemmas
Resilience Questionnaire

Executive Assessment Centre Design

We focus here on assessment centre design.

The reliability of any exercise depends upon many factors:

  • Quality of the competency framework.
  • Use of experienced and well-briefed / well-trained assessors.
  • Relevance of the exercise brief to the role being assessed.

Executive Assessment Centre History

Assessment centres have a well-proven track record for recruiting new employees and selecting existing staff for promotion. Research supports their use as one of the most valid and fair processes available to occupational psychologists – if used in accordance with best practice.

An assessment centre involves written exercise, intray exercise, presentation exercise, role play, and / or a group exercise. Group exercises and presentation exercises are particularly popular for graduate assessment centres.

Why use Executive Assessment?

An assessment allows the candidate to demonstrate abilities in practice. Whereas an interview cannot do this.

That said, a well conducted, structured interview should form the foundation of every selection process, For this reason it is typically still used as the final stage of recruitment.

Executive Assessment Centre Fairness

Additional methods of assessment can, therefore:

  • Improve the quality and quantity of information on which to base the selection decision
  • Allow candidates to demonstrate how they meet requirements, rather than relying on self-report and performance at interview.

The most effective way of predicting job performance is to use a mix of assessment methods and look at the results in an integrated way to build up a picture of the candidate.

The most complex being a full Assessment Centre using a range of tests and exercises. In our opinion, assessment centres have the best ROI for graduate and for managerial positions.

We believe it is less appropriate to use a battery of assessment techniques for jobs requiring basic level skills. Rather than enhancing the outcome, this could put potential applicants off.

Selection decisions are only enhanced if the assessment tool is really needed to get at information that cannot be obtained otherwise.

Using several executive assessments

Using a range of assessment tools has candidate UX benefits. They are more likely to believe the recruitment process is fair and worthwhile. In the knowledge than a single interview can easily be biased.

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Role analysis.

After reassuring the hiring ratio and time schedule, the next stage is to define the jobs in demand. The process is called job analysis. The definition should result in a description of the job and the requirements needed from a person to perform successfully on the job. The description of the job and its characteristics is referred as job description; whereas the definition of the requirements needed to succeed on the job is referred as job specification.

In role analysis, the smallest unit of analysis is a task. A task is an assigned piece of work that is finished to some standard within some piece of time. The tasks performed by one individual are termed as a position. All the identical or similar positions make up a job.

JOB ANALYSIS

In job analysis the crucial elements of the job are identified, in terms of the job tasks and job requirements. Thus, job analysis is a process of describing what must be done on a job. It is in fact a data collection activity. It is conducted by observing the work procedures, by talking to people who already do the specific job and their supervisor, or if possible, trying to do the job oneself. When gathering the information regarding the operations involve in performing the job, attention must be given to two factors: the importance of each operation and its frequency.

The output is defined in very specific behavioural terms. It is useful to be familiar with the main features of the job before collecting the data. A job description is a factual statement of the tasks, responsibilities, and working conditions of a specific job. It is a portrait of the job. It usually includes six major components:

  • The job title.
  • The main purpose of the job.
  • The main tasks, responsibilities, and operations the job involves.
  • Supervision given and received
  • Work conditions
  • Initial requirements from a candidate.

The job description is given to potential candidates and some parts of it are used to advertise the job. In many cases, the job specification is derived directly from it.

Situational Strengths ~  Intelligence Strengths Test

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