Psychometric Profiling

The measurement of psychological traits, behaviours, abilities, and attitudes through standardised assessments. By using psychometric tools, teams and individuals can gain valuable insights into their strengths, development focuses, and preferences, facilitating more informed decision-making in areas such as hiring, team composition, and personal development.

These assessments contribute to enhanced self-awareness, improved team dynamics, and optimised performance by aligning individuals' preferences, styles and characteristics with the demands of their roles.

Psychometric assessments can be used to input and add value to a training programme or can be used in individual coaching sessions or team briefing days.

Myers Briggs (MBTI)

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EQI-2.0

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Insights

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Myers Briggs (MBTI) 〰️ EQI-2.0 〰️ Insights 〰️

Insights Behavioural Assessment

For years, businesses and organisations globally have relied on TTI Success Insights, a research-backed, award-winning  and validated psychometric assessment. Basing the behavioural scales on colours makes this memorable, engaging and easily transferable to the work-place.  

It is based on four separate dimensions:

  • Dominance - How you respond to problems and challenges

  • Influence - How you influence others to your point of view

  • Steadiness - How you respond to the pace of the environment

  • Compliance - How you respond to rules and procedures set by othersThe four letters from the dimension preferences identified combine into one of 16 personality types. For example, ENTJ – Extravert, Intuition, Thinking, Judging.

  • Insights reveals the behavioural makeup that is unique to each individual. Taking and understanding a DISC assessment helps people-

    Minimise unnecessary conflict

    Increase productivity and engagement

    Enhance communication,

    Maximise strengths

    Develop self-awareness

    In addition

    The DISC assessment is described as ‘shockingly accurate’.

    DISC profile creates a language around observable behaviour. This in turn improves communication, cohesion, engagement, self-development and leadership development.

    This assessment helps individuals and teams understand themselves better and to discover opportunities to become more engaged, more productive, and happier in their workplaces.

    DISC can be used individually or it is also a powerful tool for teams. When individuals and the team understand their own behavioural style they become more effective in their outcomes.

    DISC assessment supports, compliments and adds value to coaching, team building, training and leadership development.

  • You will need to take a questionnaire for a maximum of 10-15 minutes. The reports will be explained and coached either through a 1:1 coaching session or in a group team training session.

Myers Briggs Type Indicator

(MBTI) STEP I

The MBTI is a psychometric tool based on Carl Jung’s theory of psychological type. It provides a framework to understand a participant’s unique personality by indicating personality preferences along four dimensions:

  1. Where you focus your attention
    Extroversion     (E) or Introversion (I)

  2. The way you take in information
    Sensing     (S) or Intuition (N)

  3. How you make decisions
    Thinking     (T) or Feeling (F)

  4. How you deal with the world
    Judging     (J) or Perceiving (P)

The four letters from the dimension preferences identified combine into one of 16 personality types. For example, ENTJ – Extravert, Intuition, Thinking, Judging.

  • The goal of the MBTI is to provide a framework to allow participants to further understand themselves and others, in terms of behaviour

    It can provide greater self-awareness of their own personalities, individual differences and their interactions with others

    It allows participants to explore and understand their likes, dislikes, strengths, development areas, career preferences and compatibility with others

  • The completion of the MBTI questionnaire and taking part in a feedback session to explore the individual’s MBTI report.

Myers Briggs Type Indicator

(MBTI) STEP II

MBTI Step II is a Myers Briggs questionnaire that taps into the facets within each Step I Type preference. It can reveal what makes individuals different to others of the same Step I Type and similar to those with a different MBTI type.

  • The result is a highly personalised profile and development plan that is perfect for coaching, action planning and building cohesive teams.

    It provides a greater level of self-insight by examining the subtleties in the expression of MBTI Step I type for different people and it pinpoints the uniqueness within each profile.

MBTI Stress Management Report

This is a report that uses results from the Myers-Briggs Type Indicator assessment to describe how individuals are likely to experience and react to stress.  Participants receive a stress management report used to identify and describe the natural stress reactions of the sixteen personality types.

  • The report can help individuals:

    Recognise that the ways they behave, react to others, and generally look at life when they are experiencing stress are different than when they are not experiencing stress

    Become aware of circumstances or events that are likely to trigger your stress reactions

    Identify the most and least effective ways for them to deal with stress and their stress reactions

    Identify the most and last helpful ways for others to respond to their stress reactions

    Learn from their stress experiences and reactions so they can modify them rather than be controlled by them

  • Completion of the MBTI Step I questionnaire and feedback session.

EQ-i 2.0 and EQ-360 – Emotional Intelligence Assessment

Having Emotional Intelligence is essential for building relationships and teams, solving problems, resolving conflict, leading effectively and building resilience. EQ-i 2.0 is a self-report and is the leading, most widely used, scientifically validated assessment to measure Emotional Intelligence (EI).

EQ-360 assessment provides a more in-depth analysis by asking those who work with the participant to provide information as well. When both assessments are compared, a more detailed profile emerges. The total scores from the reports can be broken down into five composite areas with 15 separate sub-scales by asking participants how frequently they use different emotional skills.

  • Both assessments measure emotional intelligence and how it can impact people and the workplace.

    Participants will gain more self-awareness and understanding of strengths and potential development areas across the constructs of self-perception, interpersonal relationships, decision making, self-expression and stress management.

    Increased understanding can lead to the development of learnable emotional intelligence skills to help participants perform more effectively.

  • The EQ-i assessment is very insightful as an independent report. It requires the completion of a questionnaire assessment. The EQ-360 assessment can also be completed by who the participant works with. Both reports are interpreted and explored in a coaching feedback session.