We believe that it is pivotal not to be tied into one way of gaining insights, but to use the most appropriate tool for each project. If you would like any further information or are interested how the tools below could work for your organisation, please contact us.

Belbin® Team Role Theory

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Meredith’s work at Henley Management College identified nine clusters of behaviour, termed Team Roles. Each Team Role has its particular strengths and allowable weaknesses, and each has an important contribution to make to a team. When you complete the Belbin® Self-Perception Inventory you will receive – amongst other reports – a ‘fingerprint’ of your Team Role preferences. Very few people display characteristics of just one Team Role. Most people have 3 or 4 preferred roles, which can be adopted or eschewed as the situation requires.

DISC Talent Insights®

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DISC is recognised as one of the leading global assessment tools for behaviour and motivators. There are four key behavioural styles, which are ‘how’ you like to go about things and six personal motivators, which provides information into ‘why’ you do things. DISC provides and excellent way to improve both the self awareness of individuals as well as plotting out where a team member sits within the framework.

Hogan®Inventory

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Hogan Inventory is a uniquely powerful questionnaire that provides an insight into extreme and destructive behaviour that we can all adopt under pressure. All Hogan reports suggest a person’s natural advantages, or “edges”, and their potential problem areas, or “risks” in a job or business setting. They will give you greater confidence in hiring, help manage your existing talent pool and develop people for their next career moves. These valuable reports are based on tests scientifically designed for the workplace and rigorously validated with populations of working adults.

Hogan Assessment Systems pioneered the use of personality tests for organisational decisions over 30 years ago. Today, their product line is considered a gold standard by organisations worldwide.

The Myers-
Briggs Type Indicator® (MBTI®)

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The basics of the Myers-Briggs Type Indicator® (MBTI) personality inventory is to make the theory of psychology types described by Carl Jung understandable and useful in people’s lives. The essence of the theory is that much seemingly random variation in behaviour is actually quite orderly and consistent, being due to basic differences in the ways individuals prefer to use their perception and judgement.

“Perception involves all the ways of becoming aware of things, people, happenings or ideas. Judgement involves all the ways of coming to conclusions about what has been perceived. If people differ systematically in what they perceive and in how they reach their conclusions, then it is only reasonable for them to differ to correspondingly in their interests, reactions, values, motivations and skills.”

Leadership & Team 360 (L360e®)

Leadership & Team Diagram

For those who lead people and are serious about improving their performance, our Insightful 360i is a unique tool. It consists of a short on-line questionnaire that can be based on generic leadership model or your organisations own competencies. It captures the individual views of the participant, their manager and up to 20 peers and direct reports. We turn the perceptions captured into tangible measures and feedback to the individual giving insights into how their leadership style is perceived, and what they need to change in order to develop. It also allows organisations to track management performance and development.

360 – how it works
For the individual
Insights into how their leadership is perceived by those working with and for them. Clarity on what they need to change in order to develop and improve.

For the organisation
Tracking management performance and development.

The insightful 360i is a powerful development tool designed to help individuals to raise awareness about their strengths and weaknesses in order to improve their performance. In addition to the obvious benefits to the individual the L360e® is designed to provide HR functions with critical performance data at a macro level.

What is SDI ?

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SDI charting triangle; one of our tools

Strength Deployment Inventory is a practical and useful self-awareness inventory that increases relationship effectiveness. It is a life inventory based on relationship awareness® theory a validated self-assessment tool that delivers proven business and personal outcomes by decreasing the underlying conflicts which can diminish relationships.

The power of SDI is in how quickly and easily it gets people connecting and really talking to each other. SDI facilitates strong relationships through:

• The insights people gain
• The acceptance it encourages
• The conversations it informs
• The trust it increases
• The conflict it decreases

Team Climate Report

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The Team Performance Accelerator has been designed to help organisations and teams to understand their climate and create measurable step changes in performance. The Team Performance Accelerator keeps teams focused on the factors that deliver results and track their progress over time.

Web-based input and simple insightful reporting make this an essential tool for the leaders for co-located and virtual teams in today’s complex working environmemts.

Typical Uses for the Performance Accelerator include:
– Measuring team climate and performance.
– Reviewing team strengths and areas of development
– Setting improvement agendas and priorities by team, department and/or region
– Comparing and contrasting climates across teams
– Gaining insights into key organisational issues
– Tracking progress over time

Overview
The model for this tool is based on five categories known as ‘The 5 dimensions of performance’ which are used to measure team climate and provide insight into:
– The clarity and relevance of the team's GOALS
– The clarity and deployment of ROLES and the effectiveness of the teams leadership
– The effectiveness of the team’s PROCESSES
– The CULTURE; the orientations, level of accountability, trust and recognition within the team
CONNECTION; the extent to which people feel motivated by the goals and believe in themselves and the team.

The five dimensions are broken down into 16 specific elements which are provided to the team in a form of scales in the questionnaire. Each of these has a high and low descriptor on a scale of 1-10 which enables the team to gauge where they think they are in the spectrum. Understanding the climate enables teams to make the most of their strengths and minimise their weaknesses.

TMS ‘Playing to Strengths’ Profile

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Team Management Systems (TMS) recognises the foremost integrated system of work based, research proven assessments and feedback instruments worldwide – supports individuals, teams and organisations to effect positive change and achieve higher performance in the workplace.