Psychometric tools provide objective insights into personality, behaviour, motivation, intelligence and values. They help organisations better understand individuals and teams. These insights can support leadership development, recruitment, retention and informed decision-making.
In addition, our highly skilled coaches have access to multiple industry-leading psychometric tools and assessments designed to enable our clients to make data-driven decisions.
Importantly, we bring expert guidance to offer clients a select suite of comprehensive and standardised tools to assess personality, behaviour, motivation, emotional intelligence, and cognitive abilities. Where appropriate, we can also advise clients on which assessment best suits their needs.
Furthermore, a number of these tools can also be:
✓ combined, due to their complementary use and
✓ applied to individuals, teams, and workforces
Contact us to discuss Psychometric tools and assessments.
We provide comprehensive feedback sessions, helping both individuals and organisations understand strengths, development areas, and best-fit career paths
Our assessments provide objective insights for better leadership and promotion decisions. As a result, organisations can strengthen team cohesion, reduce turnover and improve workforce performance.
Every organisation has different leadership needs. Therefore, we tailor our approach to support recruitment, leadership development and stronger team dynamics.
Improve accuracy and employee retention
Enhance team performance and workplace synergy
Identify and develop high-potential leaders
Make unbiased, informed decisions based on scientific methodologies
The Leadership Circle Profile® (LCP) is a 360-degree leadership development assessment tool that provides a detailed snapshot in time, enabling leaders to answer the question: “How are my behaviours and mindset enabling or constraining my intended leadership impact and our business performance?”
It consists of 2 primary leadership domains — Creative Competencies and Reactive Tendencies, and it measures underlying beliefs and assumptions — namely, the habits of thought that run much of behaviour. When leaders gain these insights, they have much higher leverage to make transformative change. The LCP is often used in the context of senior leadership roles to drive transformative change.
The Enneagram encompasses 9 diverse archetypes of leadership that delve into the motivations, defences, and fears that lie in the often-unconscious area of our personality.
It analyses one’s personality and ingrained behaviours, so as to gain valuable insights and greater leadership awareness.
Discovering one’s Enneagram type can also be the key to unlocking one’s true leadership style.
By revealing a client’s strengths, weaknesses, and motivations, the 9 types model can give way to greater leadership awareness and understanding of how one functions with others.
Lumina Learning assessments blend an integrated suite of psychometric tools, models, and apps designed to help individuals and organisations accelerate collaboration, increase creativity and problem-solving, and reduce costs.
We are pleased to have access to the suite of Lumina tools, including Lumina Spark, which reveals one’s whole personality, providing a portrait of who you really are, resulting in increased self-awareness, revealing hidden potential, and enabling you to cope better under pressure; Lumina Leader gives executives a deep understanding of their natural leadership style; and Lumina Team highlights the traits and behaviours within a team.
Lumina Emotion gives people improved emotional intelligence, adaptability, and resilience; Lumina Select is a bespoke recruitment tool that helps employers match the right people to the right jobs; And Lumina Sales scientifically enables organisations to develop their people and to grow revenue by sharing how behaviour traits and personality show up in a sales situation. It changes the focus from return on investment to return on relationship.
The KDVI, or the Kets de Vries Institute, uses a psychodynamic approach to understanding behaviours, emotions, and inner motivations. We offer access to 2 of their tools – the Organisational Culture Audit (OCA) and the Global Executive Leadership Mirror (GELM)
The OCA is a diagnostic of current corporate culture, addressing performance and people-related dimensions and alignment between a culture’s stated values and actual practice. It covers 12 dimensions of organisational culture that research with large numbers of senior executives has shown to be the most salient. It is taken anonymously and administered broadly to all members of an organisation.
The GELM is a 360-degree feedback tool designed to measure competencies essential to effective global leadership. Benchmarked against a large group of senior executives worldwide, it was developed to help executives evaluate their performance in carrying out the 12 primary tasks of a global leader; cover several indicators such as life stressors and coping mechanisms to determine one’s ability to manage stress in their life; and examine leadership behaviour roadblocks and take steps toward improvement.
The Smarter Collaboration Profile is a psychometric tool that specifically measures collaborative attributes – that is, one’s natural ways of working with others, and focuses on the collective attributes of a group or team. We offer clients access to 2 of their tools –the SC Leader Profile and the SC Team Profile
The SC Leader Profile lets a leader understand their collaborative tendencies and how they compare to their team. Then the leader can strategically deploy their team to drive improved collaboration and an organisation’s financial, strategic, and talent-related benefits. The SC Team Profile aggregates data from multiple individual SC Profiles. Viewed together, teams gain powerful insights into the dynamics of the group – including strengths and potential imbalances.
LEGO® Serious Play® is a facilitated workshop method that uses physical LEGO bricks to encourage hands-on, creative problem-solving and communication within a group setting.
The purpose of LEGO® SERIOUS PLAY® is to change “lean backward meetings” to “lean forward meetings”, where the result is more participation, more insights surfaced, more engagement and, ultimately, more commitment and faster implementations.
The LEGO® SERIOUS PLAY® method is a facilitated thinking, communication, and problem-solving technique for use with organisations, teams, and individuals. It draws on extensive research from the fields of business, organisational development, psychology, and learning, and is based on the concept of “hand knowledge.”
DISC is a self-assessment that measures how an individual prefers to interact with others, creating a common language and self-awareness to better understand ourselves and others. The DISC model divides people into four main behavioural styles; People-oriented or Task-oriented; Reserved or Active. The resulting behavioural styles are then broken down into Dominance, Influence, Steadiness, and Correctness.
Extended DISC® expands upon the traditional DISC model by identifying and reporting on an individual’s unconscious (natural) and conscious (adjusted) behavioural style. It measures unconscious behaviours by excluding the impact of the environment. As a result, a person’s natural behavioural style, as well as the adjustments they’re making to their current environment, are determined.
Leadership Advocates is qualified to offer Positive Intelligence® (PQ®) training to clients to enable them to strengthen their 3 critical mental fitness muscles, shifting the balance of power from their inner Saboteurs (their anxious stress responses, inner critics or negative stories) to their inner Sage (their calming nervous system and higher brain self).
Delivered either as part of one-on-one coaching, a webinar, or a keynote, our qualified coaches can introduce individuals, teams, and groups to the key concepts of Positive Intelligence and Mental Fitness tools that people can apply immediately.
Attendees and users will gain a high-level understanding of the science behind how one’s brain can be your greatest enemy and your best friend.
Based on the psychology of Carl Jung, Insights Discovery® is built to help people understand themselves, understand others, and make the most of the relationships that affect them in the workplace.
The Insights Discovery® methodology uses a four colour model to help people understand their style, their strengths, and the value they bring to the team.
It’s the unique mix of Fiery Red, Sunshine Yellow, Earth Green and Cool Blue energies that determines how and why people behave the way they do.
Insights Discovery® helps people understand themselves and their colleagues, so that they can have more respectful, productive, and positive working relationships, even across virtual boundaries.
The Hogan Assessments are widely used for hiring, team building, and leadership development to improve organisational success and employee self-awareness. We offer access to the following:
Saville applies the science of human behavioural psychology to improve an employer’s productivity and reduce the risk of poor-quality hires. It includes a set of personality questionnaires used to gauge a candidate’s potential for success by measuring their work-relevant motives, talents, and preferred cultures, going beyond personality to predict performance and leadership.
It uses a unique ‘rate and rank’ or forced-choice format to get detailed insights into a person’s strengths and preferences, helping organisations with selection, development, and team building.
Talogy combines psychology and technology to provide assessment, selection, and development solutions for employers.
As a provider of pre-employment assessments and talent management solutions, they help companies screen, hire, and develop employees using tools like the Caliper assessment and PAPI personality tests, covering the entire employee lifecycle.
Their assessments are designed to ensure that employers select the best-fit candidates for a variety of roles, from entry-level positions to senior leadership.
The Strength Deployment Inventory (SDI) is a personality assessment rooted in Relationship Awareness Theory, focusing on interpersonal dynamics and communication.
It offers 4 related views of a person: 2 about personality—the motives that drive people when they are at their best, and how those motives change when they experience conflict. And 2 about behaviours—those that a person uses most frequently, and those that they may overuse or misapply.
The SDI provides deep insights into individual motives, strengths, and behaviours, both when things are going well and when there is conflict, helping individuals and teams understand their core drivers and how these influence their interactions with others.
The Fearless Organization Scan is a research-based survey tool designed to measure and improve psychological safety in teams.
Based on the pioneering work of Harvard Business School Professor Amy C. Edmondson, the Fearless Organization Scan provides an overall psychological safety score and unique insights across 4 key domains:-
Willingness to Help, Inclusion & Diversity, Attitude to Risk & Failure, and Open Conversation.
We are pleased to have access to the portal, research, and benchmarking data held by the Fearless Organization and the ability to facilitate the use of this tool.
The SPM assessment, which only Psychologists and Occupational Therapists are permitted to facilitate, evaluates how someone responds to sensory input (touch, sound, movement, etc.) in different environments (home, school, community) to understand their sensory processing patterns (i.e. whether they are neurodivergent or not), and modify their work environment to suit (or avoid) the sensory input.
This increases regulation and decreases anxiety, as one’s sensory system is closely linked to the central nervous system.
Members of our coaching team are qualified to offer the SPM.
This tool provides a complete assessment of adaptive skills across the life span by indicating how people function within their environment, compared to others in the same age and stage in life. It assesses people and identifies strengths and weaknesses in the areas of conceptual, social, and practical domains. It covers every domain from self-care, communication, and work.
The ABAS 3 allows leaders or individuals to fully understand people’s strengths and weaknesses, so they can design jobs around them. Put simply – setting people up for success, not failure from the start.
The GLWS is a holistic tool that focuses on the ‘whole person’; by tackling the ‘silent’ derailers in today’s fast-paced, uncertain, ambiguous ,and complex times.
At the team level, the GLWS drills down to specific well-being impacts, facilitating a deeper shared understanding about what strategies can sustain team vitality and energy for the long haul.
The GLWS can be used across all levels within a business, and in conjunction with coaching, provides valuable support and measurable outcomes, offering exceptional ROI.
GLWS can also be applied to teams, providing valuable information about team functioning that facilitates a shared understanding of what is working well and opportunities to focus on and strategies that will help to sustain team energy, engagement, and performance.