Leadership and Team Diagnostics
What are the Leadership and Team Diagnostics we use and how will they benefit individuals and organisations?
We use a variety of what are known as 'psychometric' assessments to identify preferred ways of leading, plus leadership strengths and risk areas. Some of these assessments can be used for both leader selection and leader development, whilst others are suitable for development only. The assessments we use are well-researched and reputable tools, which have been developed and refined over decades. They have high validity (they measure what they are intended to measure) and reliability (good consistency of test and re-test results).
When should we use Leadership Diagnostics?
If you are hiring or developing Managers and Leaders and asking any of the following question, leadership diagnostics can help:
The results of any psychometric assessment should always be validated through a feedback session with the individual concerned and, when used for selection, should never be used to de-select a candidate, but rather as an aid to selecting the most suitable candidate for the role.
How can our Leaders and Managers undergo these Leadership Diagnostics?
We use a variety of what are known as 'psychometric' assessments to identify preferred ways of leading, plus leadership strengths and risk areas. Some of these assessments can be used for both leader selection and leader development, whilst others are suitable for development only. The assessments we use are well-researched and reputable tools, which have been developed and refined over decades. They have high validity (they measure what they are intended to measure) and reliability (good consistency of test and re-test results).
When should we use Leadership Diagnostics?
If you are hiring or developing Managers and Leaders and asking any of the following question, leadership diagnostics can help:
- How will s/he come across to others in their day to day dealings with them?....What is their professional 'reputation'?
- What are their leadership 'risk factors' that we are unlikely to find through interview and references alone?
- How might s/he respond under pressure or when tired or unfocused?
- How does she/he prefer to take in information and make decisions?
- What are his/her unique strengths?
- What motivates him/her and in what sort of environments and teams is s/he likely to flourish?
- How can we help him/her to step up to a challenging new situation or role?
- How can we speed up the transition process?
The results of any psychometric assessment should always be validated through a feedback session with the individual concerned and, when used for selection, should never be used to de-select a candidate, but rather as an aid to selecting the most suitable candidate for the role.
How can our Leaders and Managers undergo these Leadership Diagnostics?
- The assessments can be undertaken from any web-connected computer and usually consist of a series of statements or words for the candidate to endorse or classify by importance or resonance to them personally
- Each assessment generally takes around 15 to 20 minutes to complete and submission generates the results automatically. These are sent immediately by email to the commissioning Coach/Consultant
- A 1:1 session can then be scheduled between the individual leader/candidate and Coach/Consultant who will feed back and validate the results. This feedback session can be done face-to-face, or by Skype/phone, and usually lasts around 1 hour per assessment
- A variety of summary reports on the results can also be ordered and vary in price. We charge for reports at cost to us, with no mark up. You pay for the online process and the time we spend in interpreting the results and feeding them back. You then choose which written reports you would like to take, according to your requirements and budget
Leadership Diagnostics
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Team Diagnostics
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