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Effective assessment is crucial to many different areas within the workplace; it is important for selection, development, and counselling. In addition to the Level A ability tests, a personality assessment can also be completed. These personality assessments can help demonstrate your leadership style, your team membership, your decision making ability, your problem solving ability, as well as what motivates you. Emotional intelligence can also be measured, and is often used today to help give a better understanding of behaviour in the workplace.
Personality profiles can be used to help you assess and measure career decisions, as well as giving you a better understanding of yourself, others and what may be causing the stress in your life. As well as the physical and psychological effects it can have on the employees concerned, stress within the workplace is causing billions of pounds of lost revenue each year, and therefore a psychometric measure of the causes of stress is a very useful workplace tool.
I employ a wide range of personality assessment tools, each of which has its own particular benefits. These are some of the primary tools which I use in my practice:
However, there are many others which I also use, depending on the requirements of the individual. These are listed below.
 Managerial and Professional Profiler Emotional Intelligence (MAPP EI)
MAPP EI was designed as a supplementary tool to MAPP, to help give a better understanding of how people behave in the workplace. Performance profiling in the workplace has been seen as a function of personality, ability and motivation; however in general most models which explore occupational personality do not go far enough to explain why some people perform better than others, and appear much more successful.
More recently there has been a lot of research exploring these sub-sets of emotional traits, which are important to personality and behaviour at work. Emotional Intelligence has been shown to have an impact on how a person performs, as well as how they act towards others, and is therefore a very effective tool for understanding behaviour in the workplace.
The Influencing Style Questionnaire (ISQ)
The ISQ is an occupational self-report tool which explores how a person on the whole goes about influencing others, as well as their ability to gain support. The ISQ shows eight distinct ways in which people can influence others. The person is measured on each of these scores and a hierarchal pattern emerges, which determines their influencing styles.
The ISQ can be used for both selection and development. In a selection context it is a useful tool, as it helps to build a picture of that person’s typical behaviours in the workplace. In development, on the other hand, it is useful to show a person whether or not they are utilising all of their range of influencing styles. It therefore shows how different styles can be used in different situations, so that these people can explore these different styles of behaviour in the future.
Personal Adaptability Questionnaire (PAQ)
In today’s continually evolving workplace environments, tools to measure how people adapt to change are paramount. The PAQ is an amazing tool for all staff that may be facing transitions. PAQ is a self-report questionnaire designed for inter-management change situations, to help provide insights into the employee’s readiness for change, as well as their likely responses to it.
If an organization's structure is changing, along with the structure of people's jobs, then this is the perfect tool to explore such issues, to enable a smoother transition. This tool could also be incorporated into CBT coaching with each employee, to help them adapt to the changes more easily, with less cost to the organization.
The Personal Feedback Questionnaire – 360 degree (PFQ)
The PFQ is designed as a diagnostic development tool, for use with managers or senior executives. Its primary use is to enhance the development of managers and supervisors, giving them an insight into how they act themselves, and how they interact with other people.
This tool is useful in leadership, helping to address how managers think in relation to the team of people that work for them. The PFQ will highlight any areas that leaders may need to investigate; any areas which appear to need work could then be addressed with the help of CBT coaching. As organizations change, the jobs of some leaders may also evolve, in line with this restructuring. PFQ, especially when used in conjunction with coaching, can help bring about these changes more easily.
The Careers Interest Questionnaire (CIQ)
The CIQ is a developmental tool for use with careers advice and careers development. The CIQ explores people’s strengths and interests across six key occupational areas, helping to pinpoint a direction which would be a strong career choice for them. People are far more likely to excel if they are in a career of their own choice, which covers their areas of interest.
This tool explores preference, and possible career choices. In today’s unpredictable working environment, some people may find that they are having to change careers unexpectedly, through no fault of their own. In these situations, exploring their strengths and interests is paramount, to help turn the scenario to their advantage. This tool could be included with CBC coaching, exploring careers assessments, as well as exploring change. It can help changes to be approached much more smoothly, therefore making the situation far less stressful.
 The Leisure Service Questionnaire (LSQ)
The LSQ has been designed to measure characteristics which are particularly important in the leisure industry and hospitality work. Certain profiles can be linked with strong success within this type of organization, as well as job satisfaction in different occupational roles.
The Roberts Personality and Motivation Questionnaire (RPMQ)
The RPMQ has been designed to measure personality and motivation. RMPQ is a useful tool for people working in customer service roles, as well as call centres and administrative positions. It is also a useful tool for exploring graduate personality and drive, to help show what motivates them.
The Roberts Workstyles Profiler (RWK)
The RWK is a tool for assessing people’s preferred working styles, and is suitable for shop floor workers, as well as skilled and semi-skilled workers.
Together – The Team Survey Questionnaire (TSQ)
The TSQ has been designed for use within change management, and is ideal for team building interventions. It provides an assessment of the team’s views on twelve different performance dimensions, which have been associated with effective team working. The TSQ measures the team as a whole, and their perceived overall performance. It also measures leadership roles within the team, as well as cohesiveness, and where the team’s energies are being focused.
TSQ is a powerful tool to employ in teams that are going through changes. It focuses on the current group’s perception of the team, thus identifying team strengths and challenges. This tool can also be employed alongside CBC coaching, bringing in models of change intervention within a group setting.
Thomas Kilman Conflict Mode Instrument (TKI)
The TKI tool is a useful tool to assess people’s behaviour when they are facing conflict situations. This tool would be employed when two or more people appear to be incompatible. When a person is in conflict, their behaviours fall into two dimensions, attentiveness and cooperativeness. These two dimensions are used to describe five different models of conflict.
This tool is useful to show the different behaviour styles of the people who are in conflict. It shows how each person deals with things differently, therefore allowing for a happy medium to be reached within the conflicting situation. This model could also be incorporated into the CBC model of coaching, exploring how people deal with situations.
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