Diagnostic Tools

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Diagnostic Tools

We use a range of diagnostic tools, including…

01

Insights Discovery

Insights Discovery explores how our personality preferences influence the way we think, behave and interact with others. Individual profiles promote increased self-awareness, while team sessions investigate collective strengths and challenges to build stronger relationships and effective collaboration.

02

Leadership 360

Based on seven well-researched leadership competencies, our feedback-rich 360 process offers individuals the breadth and depth of insight they need to stretch their comfort zone. Our targeted debrief sessions challenge assumptions, encourage new thinking and promote practical behavioural change.

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01. INFLUENCER

Uses high-impact communication, negotiation and influencing skills to influence upwards, win stakeholder buy-in and gain team co-operation.

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04. STRATEGIC THINKER

Thinks and questions critically, adopts a future focus and deals effectively with ambiguity to ensure the right business challenge is solved.

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07: DIRECTION SETTER

Embraces change, makes tough decisions and drives organisational alignment to realise the vision and deliver the strategy.

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02. INNOVATOR

Challenges the status-quo, spots opportunities for improvement and takes risks to create an environment where innovation can flourish.

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05. PEOPLE DEVELOPER

Coaches and delegates, whilst effectively handling under performance, to support the continued development of individuals and teams.

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03. ENERGISER

Inspires, motivates and engages others to create a positive and balanced work environment where high performance can be achieved.

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06. RELATIONSHIP BUILDER

Regularly networks and shows self-awareness and a flexible leadership style to build trust and develop strong working relationships.

03

Universal Change Diagnostic

Our multi-dimensional Universal Change Diagnostic offers a comprehensive analysis of change strengths and challenges across departments and level, giving continued focus to priority areas throughout change.

Momentum
Climate
Vision
Innovation

We facilitate Change Readiness Workshops to help organisations interpret and explore data themes within the current change context. Questionnaire outputs are also shared within a detailed Change Readiness Report.

The insights obtained from the Change Readiness Tool help organisations to effectively prepare for, implement and sustain organisational change.

04

Emotional Intelligence

We use Roche Martin Emotional Capital and 360° Reports to provide an in-depth understanding of leadership potential using 10 emotional intelligence skills linked to professional performance. Our targeted debrief sessions challenge leaders to apply this insight to current workplace challenges.

05

Wave Assessments

 

The Saville Assessment Wave suite explores individual and group motives, talents, competency potential and preferred workplace culture.

We use the different Wave psychometric profiling tools to explore performance, potential and cultural preferences, supporting a range of organisational needs such as: management and leadership development, sales team development, talent assessment, selection and development and recruitment.

06

Hogan Assessments

The Hogan Personality Inventory (HPI) measures normal, or bright-side personality – characteristics that describe how people relate to others when they are at their best. The Hogan Development Survey (HDS) measures the dark side of personality – interpersonal behaviour that can be strengths, but when overused under circumstances such as high stress and change can cause problems in work and life. The Motivates, Values, Preferences Inventory (MVPI) describes personality from the inside – the core goals, values, drivers and interests that determine what we desire and strive to attain.

We use each of these assessments to help managers, leaders, individuals and teams enhance their self-awareness and focus their personal development.

Evaluation

Programme Success and Improvement

At the start of every programme, we collaborate with clients to explore the business need and understand the specific measures of success to be achieved.

Using recognised evaluation methodologies such as the Training Evaluation Model (Kirkpatrick & Kirkpatrick), Nine Outcomes Model (Donovan & Townsend) and Organizational Elements Model (Kaufman, Keller, & Watkins), we adopt a holistic approach to measuring the tangible personal, organisational and financial outcomes from our interventions.

Why is this important?

This is particularly important within the context of organisational development and change, where programmes require constant review and improvement in order to align with and meet evolving requirements.

Measures include evidence of improved skills and behaviours, as well as a shift in tangible business metrics.