The tools we use
An overview of the diagnostics and
psychometric tools we use, their strengths
and when to use them
Overview
Diagnostic and psychometric tools are a
useful way to assess behaviour accurately and
reliably
Different tools suit different purposes and
have different strengths that are worth
considering when selecting a tool for your
needs
This presentation provides you with an
introduction around some of the different
tools that can be utilised and guidance
around when to use which tool
Personal change process
Here is the value of the
diagnostic tools at the
individual level
Tools we use
The Human Synergistics tools
Tool
Purpose
Provides a profile of an organisation’s operating culture in terms of the behaviours
that members believe are required to "fit in and meet expectations" within their
organisation
OCI
Organisational Culture
Inventory
OEI
Organisational
Complements the OCI by measuring the causal factors of culture as well as additional
Effectiveness Inventory outcomes at the individual, group and organisational levels
Leadership Impact
Provides a leadership profile on the effectiveness of an individual around leadership
strategies and the impact of these on the behaviour and performance of those being
led
LSI
Life Styles Inventory
Identifies an individual’s leadership style by assessing the thoughts and motivations
that guide their behaviour, as well as providing feedback on behaviours from those
working with the individual
GSI
Group Styles Inventory
Assesses group functioning in order to identify constructive and non-constructive
tendencies to facilitate better group decision making
LI
The Human Synergistics Framework
The Human Synergistics
framework is based on
the Circumplex
It brings together 12
styles of thinking and
behaving across three
clusters: constructive,
passive and aggressive
Constructive styles
Members interact with others and
approach tasks in ways that help them
to meet their higher-order satisfaction
needs
Achievement
Self-Actualizing
Humanistic -Encouraging
Affiliative
Passive styles
Members interact with people in ways
that will not threaten their own
security
Approval
Conventional
Dependent
Avoidance
Aggressive styles
Members approach tasks in forceful
ways to protect their status and
security
Oppositional
Power
Competitive
Perfectionistic
The LSI overview
Strengths
Highly rigorous tools that are both valid and reliable based
on over 30 years of research
The LSI and L/I tools go “deep”, meaning they assess to how
the individual actually thinks – not just the behaviours you
see on the surface
Have the potential to transform an individual’s
effectiveness and fulfilment – not only in work but life more
generally
The Circumplex provides a consistent framework for results
across the suite of tools, meaning individual improvement
can be clearly linked to broader culture change initiatives
Most suited for:
Leadership development
programs at all levels from CEO to
emerging leaders
Culture change
A measure of
personality based on
the Psychological
Types model of Carl
Jung
Assesses an
individual’s personality
type based on the 8
functions and 4
dichotomies at right
Strengths
Well-known and widely
used tool
Based on a rich
psychological theory and
empirically validated
Usefulness demonstrated
over a wide range of
organisations and contexts
ISTJ
ISFJ
INFJ
INTJ
ISTP
ISFP
INFP
INTP
ESTP ESFP ENFP ENTP
ESTJ ESFJ ENFJ ENTJ
The 16 Personality Types of the MBTI
Most suited for:
Team development
- teams can learn more about the working and thinking
styles of their colleagues
Job design
- designing work around an individual’s strengths and
personal preferences
Leader development
- assisting leaders to learn more about themselves and
how they can get the most out of those they lead
The StrengthsFinder approach
A measure of an individual’s
talents in order to identify and
maximise their strengths based on
the research of Donald O. Clifton
and developed by Gallup
Assesses an individual’s talents
based on their responses to a
specifically designed set of
questions under a strict minute
time limit
From this test, a total of 34
strengths are listed in order of
dominance—the focus being on a
person’s top five strengths
The StrengthsFinder approach
StrengthsFinder is also very
useful for team development
Team leaders can align their
team members’ roles with
their strengths by referring to
the Four Domains of Team
Strength Table when
completing the Team Strengths
Grid for their team
The result is a high performing
and well rounded team, whose
team members actively apply
their talents and strengths
everyday
Strengths
Based on rich psychological theory and four decades of research and
empirically validated
Becoming a more well-known and a more widely used tool
Usefulness demonstrated over a wide range of organisations and contexts
Not ignoring areas of weakness, but recognizing best opportunity for success
lies in your dominate talents
Most suited for:
Team development
> teams can learn more about the working and thinking styles of their
colleagues
Job design
> designing work around an individual’s strengths and personal preferences
Leader development
> assisting leaders to learn more about themselves and how they can get
the most out of those they lead
Based on the “Big 5” personality
factors that have emerged from
research
Self-report survey that profiles an
individuals personality by assessing
where they sit on the following 5
factors:
- Will
- Energy
- Affection
- Control
- Emotionality
Strengths
Comprehensive assessment of personality
Accessible – results are presented in an easy to
understand framework
Based on the most empirically validated model of
personality
Most suited for
Developing teams
Leadership development
Recruitment (matching staff to the nature of the role
available and your aspirational culture)
The Hermann Brain Dominance
Instrument (HBDI) assesses an
individual’s thinking preferences,
specifically how they:
- perceive and assimilate
information
- make decisions
- solve problems
Divides thinking styles into
four quadrants reflecting
different areas of the brain
Results are mapped onto the
model at right to show an
individual’s specific thinking
preferences
The two upper quadrants
reflect more cerebral thinking,
while the two lower are more
limbic thinking
The four quadrants can be
simply described as:
Blue= rational
Green = practical
Red = feeling
Yellow = experimental
Strengths
Easy to understand and visually appealing model
Makes intuitive sense
Most suited for:
Improving team dynamics and performance by providing
feedback around:
Each individual’s own thinking preferences and how they
can utilise different styles to be more effective
What individual’s need to be mindful of when
communicating and collaborating with team members
and others with different preferences
DISC is a personality measure assessing
an individual’s natural behavioural styles
and preferences as well as how these
change in specific situations. DISC stands
for:
Dominance – relating to control,
power and assertiveness
Inducement – relating to social
situations and communication
Submission – relating to patience,
persistence, and thoughtfulness
Compliance – relating to structure and
organization
Strengths
Comprehensive assessment of personality and provides
insight into situational influence on behaviour
Diverse range of uses
Empirically validated
Most suited for:
Team building
Recruitment
Personal development
Change management
The Behavioural Styles approach
“Know yourself. Don’t accept your dog’s admiration as conclusive evidence that
you are wonderful” Ann Landers
A measure of a individual’s dominate
behavioural style in order to identify and
maximise their corresponding strengths
based on the research of Bolton and Bolton
articulated in the original and revised
versions of their publication “People Styles
at Work”
Assesses an individual’s dominant style
based on their selection of behavioural
traits, which are elements of four distinct
behavioural styles being: Analytical, Driver,
Amiable, and Expressive
From these results, the individual analyses
the pro’s and con’s of each style, their own
style and how to best use the strengths of
their style
The Behavioural Styles approach
Behavioural Styles is also suited
to team development
Team leaders can understand and
align their team members’ roles
with their behavioural styles and
strengths by referring to the
Flexing to Different Styles Table
when completing the Team Social
Styles Grid for their team
The result is a high performing
and well rounded team, whose
members understand, and best
utilise, all team members’
behavioural styles to achieve
desired outcomes
Behavioural Styles
Strengths
Based on rich psychological theory and research
Empirically validated
A well-known and widely used tool
Usefulness demonstrated over a wide range of organisations and
contexts
Most suited for:
Team development
> teams can learn more about the working and thinking styles of
their colleagues
Job design
> designing work around an individual’s strengths and personal
preferences
Leader development
> assisting leaders to learn more about themselves and how they
can get the most out of those they lead
Psychometric Assessment tools widely used across
Australian organisations including Federal and State
Government departments, mining and construction
companies, recruiters, HR consultants and psychologist
Led by Stephen Kohl MPsych (Org), Registered Psychologist
and psychometric specialist
Can only be provided by expert registered psychologists
Gives more flexibility and control than some other
workplace psychometric solutions
Provides extensive and cost-effective range of tests and
assessments for staff selections & development,
leadership, succession planning and career guidance.
Over 50 employment assessments
Tests include:
Personality & Ability (aptitude) tests
GeneSys Online
360 Degree Feedback
Work Attitude & Integrity
Occupational Interest
Health & Safety
Learning Styles
15FQ+ & Jung Type Indicator
Emotional Intelligence & Derailer Reports
Strengths:
Highly regarded internationally with comprehensive norm
groups including Australian norm groups
Uses cutting edge technological advances in psychometrics
High reliability and validity
Extremely cost effective
Versatile psychometric tool with broad application
Can be used in both internet based or through hard copy
Most suited for:
Recruitment
Staff development
Succession planning
Selecting the right tool - fundamentals
The first step is having a clear idea of what you want to achieve. Asking
yourself the following two basic questions is a good starting point:
Are you looking to focus on individual
development, build effective teams, develop
senior leaders or transform organisational
culture?
Are you looking for a high level, accessible tool
for a short term solution or are you embarking
on a comprehensive improvement program?
Wrap Up
Diagnostic and psychometric tools are an excellent
way to gain awareness around individual and team
styles
There are a range of tools available and all have
different purposes and strengths
Selecting the right tool to fit your needs is critical
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further
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