Tools and Diagnostics
In delivering our training programs and coaching, we may make use of diagnostic tools and psychometrics, which can provide valuable additional information and insights into your challenges.
Managing Director, Ros Cardinal is accredited in more than 20 of these to date, and she would be happy to discuss the merits of various tools with you.
Below is a brief description of some of our most commonly used psychometric and diagnostic tools.
Human Synergistics Life Styles Inventory™ (LSI)
The Human Synergistics Circumplex provides a way to “see” what drives human thinking, behaviour and performance – at the individual, leadership, group and organisational levels. It breaks down the factors underlying performance into 12 ways or “styles” of thinking, behaving and interacting.
The Life Styles Inventory (LSI) identifies the underlying thoughts and motivations that guide your behaviour. The LSI provides a powerful measure of both the your intent and your behaviour as experienced by others.
Group Styles Inventory™ (GSI)
The Group Styles Inventory (GSI) is a team based diagnostic measure, assessing the behaviours observed by your team members during a team decision-making session. The GSI measures the constructive and defensive elements of group processes with the 12 styles used in the Human Synergistics circumplex.
Leadership Impact™ (LI)
Designed specifically for those in leadership roles – primarily senior managers and CEOs – Leadership Impact (LI) represents the cutting edge of research into leadership effectiveness. LI provides you with unique insights into your leadership strategies and the impact of these on the behaviour and performance of those people you lead.
Organisational Culture Inventory (OCI) and Organisational Effectiveness Inventory (OEI)
The Organisational Culture Inventory® (OCI) is a powerful instrument that examines how members of an organisation experience its operating culture. It validly and reliably measures styles of behavioural norms and expectations that members of an organisation might be expected to adopt in carrying out their work and interacting with others.
The OCI also measures key cultural outcomes – role clarity, service quality, commitment and satisfaction – and identifies statistical relationships between the various elements of culture and these outcomes.
Designed to complement the OCI, the OEI identifies the causal factors (levers for change) that influence culture and the outcomes of culture. Using both together provides the very best of behavioural (culture) and perception/attitude measures available today.
Myers Briggs Type Inventory (MBTI) Step 1 and 2
The Myers-Briggs Type Indicator (MBTI) assessment is designed to measure psychological preferences in how people perceive the world and make decisions.
One of the most widely used psychometrics in the world, the MBTI will help you to understand and appreciate differences, increase self-awareness, confirm self-perception, and appreciate and learn to capitalise on your own strengths and those of others.
Mayer Salovey Caruso Emotional Intellgence Test (MSCEIT)
The MSCEIT is the original, scientific conception of Emotional Intelligence and is based upon more than a decade of research by psychologists Jack Mayer and Peter Salovey. The Mayer and Salovey model is guided by three key principles; emotions are critically important to success, people vary in their emotional skills and these skills can be measured objectively. Some of the key applications of the MSCEIT are selection and promotion, career development, executive coaching and leadership development.
4MAT® Learning Type Measure (LTM ®), Hemispheric Mode Indicator (HMI) and Leadership Behaviour Inventory (LBI)
The 4MAT methodology is a practical tool for enhancing communications and for understanding how your learning preferences shape your strategic thinking. Used together or individually, the 4MAT tools transform your understanding of your own learning preferences, your left or right brain preferences and your leadership behaviour.
The Positive Organisational Politics diagnostic and workshop provides clarity on the motives, behaviours and responses that drive organisational politics and provides a powerful framework for creating positive political climates in organisations.
The way we behave at work can be explained through the lens of human instincts. Although we have left our ancestral setting and come to work in offices and factories, our instincts haven’t changed. Our Human Instincts accreditation through Hard Wired Humans, enables us to help you to understand why people behave as they do at work, to apply the insight to practical topics and enhance your personal effectiveness.
Lencioni’s 5 Dysfunctions of a Team
Teamwork is the ultimate competitive advantage, because it is both so powerful and so rare. A high-functioning team can achieve its potential, resulting in a more productive organisation. Additionally, improving teamwork is an important endeavour beyond merely helping organisations become more effective. It also reduces the stress and dissatisfaction of the people who populate those organisations, which has a profound impact on the lives of their friends and family members, as well. In the team workshop, team members will not only reach a common understanding of what it means to be a team but, because the workshop is so practical, will also make substantial progress toward becoming a more cohesive team. In the team leader workshop, participants will improve the cohesion and functioning of their teams by applying The Five Dysfunctions model.