Examples of psychometric tools are: Numeracy and literary tests Personal Behavioural Styles tests Personal Values tests Learning style questionnaires

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1 Psychometric tools are generally questionnaires or tests that have some predictive ability in terms of how an individual behaves. Although it is important to note that the results from such tests are not accurate in every circumstance and should be used as an indicative measure only. Examples of psychometric tools are: Numeracy and literary tests Personal Behavioural Styles tests Personal Values tests Learning style questionnaires Because psychometric tools measure individual behavioural attributes, they provide people with the opportunity to better understand themselves and others, and the impact of personal behaviours in a workplace. As a result, psychometric tools can be valuable in building an individual s personal and professional success. Wisdom is accredited to use a selection of state-of-the-art psychometric tools which can form a valuable part of the success of learning and development. Wisdom has deliberately selected proven tools that have undergone rigorous validation and provide genuine benefit to the individual and the organisation. Wisdom currently has accreditation to use the following tools: The Genos Engagement and Motivation Assessment (GEMA) The DiSC Behavioural Style Profile The Genos Emotional Intelligence self-assessment and 360 degree process developed by Swinburne University The Hermann Brain Dominance Instrument (HBDI) The Myers Briggs Type Indicator (MBTI) The Team Management Systems Profile (TMS) 1

2 For any participant using a psychometric tool, Wisdom promotes and ensures the use of a carefully handled debrief by an experienced and qualified consultant to ensure clear understanding of the results and their potential for application. The DiSC Personal Profile System presents individuals with a plan to help them understand themselves and others in a specific environment (such as the workplace) and enables them to: capitalise on their behavioural strengths, increase their understanding of individuals with different profiles, and anticipate and minimise potential conflicts with others. DiSC describes behavioural patterns in terms of 4 tendencies: D, Dominance: People with a high D behavioural tendency seek to shape their environment by overcoming opposition to accomplish results. I, Influence: People with a high I behavioural tendency seek to shape their environment by influencing or persuading others. S, Steadiness: People with a high S behavioural tendency seek to cooperate with others to carry out their tasks. C, Conscientiousness: People with a high C behavioural tendency seek to work within existing circumstances to ensure quality and accuracy. DiSC can be used within organisations to help people: Discover behavioural strengths Value the strengths of others Manage effectively Foster teamwork Improve communication skills Reduce conflict and stress. DiSC measures behaviour, not personality and it is therefore particularly useful in situations where people need to gain a better understanding of their behaviour and how it may impact on their relationships with others. You will be asked to complete an easy to use, self-scoring, 28-item survey which has been normalised and validated for the Australian workplace. This survey will identify your behavioural profile. A Wisdom consultant will then guide you through understanding your DiSC profile and how you can continue to build on your personal strengths and understand the behaviours of others. 2

3 Emotional Intelligence (EI) involves a set of skills that define how effectively an individual perceives, understands, reasons with and manages their own and others feelings. When applied to a work environment, Emotional Intelligence involves the capacity to think intelligently to intentionally and efficiently deliver individual and organisational outcomes. The Genos Emotional Intelligence Inventory (Genos EI) is a 360-degree measure of emotionally intelligent workplace behaviour. It measures how often individuals display emotionally intelligent workplace behaviour according to a taxonomic seven-factor model of emotional intelligence. Genos EI can be used to significantly improve employee, team and organisational effectiveness, including: leadership capability employee performance and productivity sales revenue employee job satisfaction and engagement You will be asked to complete the Genos EI questionnaire. This instrument consists of 70 items and takes approximately 15 minutes to complete. A Wisdom consultant will then guide you through understanding your Genos EI profile and how you can continue to build your personal emotional intelligence. A 360 version of this tool is also available. With the 360 version you will be asked to nominate colleagues (managers, peers, direct reports) who will also complete the online assessment about you and you will be presented with an aggregated report. 3

4 The Herrmann Brain Dominance Instrument (HBDI ) is based on the award winning research of Ned Herrmann who led the development and validation of the Whole Brain Model to describe how people think. More than a million people worldwide have completed the HBDI, which is at the heart of Herrmann International s work with Fortune 100 companies and leading academic institutions. The HBDI evaluates and depicts the degree of preference individuals have for thinking in each of the four brain quadrants: Rational Blue / A / Upper left Practical Green / B / Lower left Feeling Red / C / Lower right Experimental Yellow / D / Upper right Research has shown that everyone is capable of flexing to less preferred thinking styles and learning the necessary skills to diagnose and adapt to the thinking preferences of others. Presenting information in a way that recognises, respects and is compatible with different preferences is crucial to meeting co-worker, customer and client needs and expectations. Prior to your Wisdom HBDI workshop, you will be asked to complete a 120-question assessment that identifies your preferred approach to thinking. You will receive your unique profile and profile pack at your workshop where your facilitator will guide you through understanding the HBDI tool, interpreting your profile, and applying Whole Brain Thinking. 4

5 The purpose of the Myers-Briggs Type Indicator (MBTI) personality inventory is to make the theory of psychological types understandable and useful in people s lives. The MBTI instrument achieves this by identifying people s psychological preferences for how they perceive the world and make decisions. In MBTI, personality types are identified when an individual completes a questionnaire that identifies a preference in the following categories: Favourite world: Do you prefer to focus on the outer world or on your own inner world? This is called Extraversion (E) or Introversion (I). Information: Do you prefer to focus on the basic information you take in or do you prefer to interpret and add meaning? This is called Sensing (S) or Intuition (N). Decisions: When making decisions, do you prefer to first look at logic and consistency or first look at the people and special circumstances? This is called Thinking (T) or Feeling (F). Structure: In dealing with the outside world, do you prefer to get things decided or do you prefer to stay open to new information and options? This is called Judging (J) or Perceiving (P) 1. Personality types are consequently expressed as a code with four letters representing the preference of the individual (eg. ENTJ or ISTJ, etc). In total, there are 16 different personality types of the Myers-Briggs Type Indicator. It is important to note that: The MBTI instrument sorts for preferences and does not measure trait, ability, or character. All types are equal, there is no best type Personality type is only a measure of preference and can change over time. You will be asked to complete a survey of 88 questions in order to identify your personality type. After completing the questionnaire, you will be provided with a report identifying your preferred type and a general description of these preferences and how they differ and compare with other personality types. A Wisdom consultant will guide you through understanding your personality type and how you can apply this in your professional life. 1 Excerpted with permission from the MBTI Manual: A Guide to the Development and Use of the Myers- Briggs Type Indicator 5

6 Team Management Systems (TMS) focuses on identifying and understanding key work elements to enhance understanding of an individual's approach to work, including: how an individual prefers to relate to others, how an individual gathers and uses information, how an individual makes decisions how an individual organises themselves and others. The personal Team Management Profile also highlights an individual's major and related areas of work preferences, including information focused on: Individual and leadership strengths Decision-making Interpersonal skills Teambuilding Understanding work preferences is a critical component in developing individual, team, and organisational performance. Because the TMS profile provides constructive, work-based information outlining an individual's work preferences, and the strengths that an individual brings to a team, it is a valuable tool in building high performance. You will be asked to complete a 60-item assessment focused on enhancing understanding of an individual's approach to work. Based on the responses, you will be provided with a profile that identifies your work preferences and individual strengths. A Wisdom Consultant will guide you through your profile. 6

7 The Genos Employee Motivational Assessment (GEMA) is the most comprehensive measure of employee motivational characteristics available today. The GEMA is the only motivational assessment that assesses all four critical areas of employee motivation: role, manager, team, and organisation. Based on extensive psychological research into the make-up of employee motivation, the GEMA provides a comprehensive account of the motivating (and non-motivating) factors that affect job satisfaction, employee productivity, and retention. GEMA examines the gap between what motivates people and what they actually experience at work. It helps managers understand the big questions like: What are our people actually motivated to do day to day? What type of team would they ideally like to work in? What type of manager would they work best with? What are they currently experiencing in these areas? Prior to your workshop you will be asked to complete an online assessment with 135 questions which takes about 30 minutes to complete. At the workshop you will be provided with your personal motivational profile which will help you obtain an in-depth understanding of what drives your own higher levels of job satisfaction, passion, and performance. Your Wisdom facilitator will guide you through uses of the tool including how the identification of individual strengths and differences can contribute towards building team culture. 7