Assessment
I use two primary assessments for measuring personality, leadership behaviour, and strategic thinking capability and style.
As a registered psychologist, I am committed to using only quality, robust, well-researched and validated assessment tools. I have a range of other tools for a variety of purposes. Contact me to discuss your needs.
Cognadev Cognitive Process Profile
The Cognitive Process Profile (CPP) is an advanced, computerised assessment which indicates a person’s cognitive preferences and capabilities. It externalises and tracks thinking processes by measuring mouse movements to tenths of seconds while the user is solving problems on-screen. Based on this information, a person is placed on a scale ranging from operational to strategic thinker. The assessment also measures preferred thinking styles, competencies and learning potential, so that developmental needs can be identified.
What does it measure?
The CPP is like a personality assessment that measures how someone thinks rather than how they behave. It tells you whether they can manage the cognitive requirements of roles ranging from operational to strategic, as well as what cognitive tendencies are pulling them towards or away from their potential for thinking at the strategic end of the scale.
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Strategic thinkers can make sense of chaos, disruption and complexity, and see the big picture by integrating disparate information from across business units, companies and industries. They see dynamic patterns and long-term impact and second-order consequences of decisions. Operational thinking is about working within set rules and parameters, and with linear, step-by-step processes to realise practical value. In the middle, people need to be able to understand strategy and translate it into efficient action plans.
Value-add
This assessment is the missing piece in the puzzle of explaining human performance at work. We have a lot more information about behaviour from personality tools than we have about cognition - how someone actually does the thinking part of their job. Aptitude and intelligence tests are woefully inadequate at describing this. Both measure very specific, structured information. Intelligence tests also confuse speed and power. Neither says anything about the ability to deal with dynamic complexity, think creatively or about thinking style as opposed to ability.
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More information can be found here: https://www.cognadev.com/cpp.html
Hogan Assessments
The Hogan suite of assessments provides an in-depth and comprehensive picture of leadership behaviour, making it ideal for leadership development.
The Hogan Personality Inventory (HPI) measures ‘bright side’ personality. This is the normal, day to day personality that we see when people are at their best. It is a well-validated, five-factor (based on decades of research about the main factors of personality) measure of personality.
The Hogan Development Survey (HDS) measures ‘dark side’ behaviours, or qualities that emerge when people are under pressure. These are ‘auto-default’ behaviours that people revert to when not actively managing their behaviour. They are often critical blind-spots that can derail relationships and careers, making this tool highly valuable for leaders.
The Motives, Values & Preferences Inventory (MVPI) measures a person’s core drivers that determine what they strive for and what kind of environment or role they will be most motivated in. Understanding values, goals and motivations is useful for leaders and leadership teams who want to get the best out of themselves and others.
More information can be found here:
https://www.hoganassessments.com/assessment/hogan-personality-inventory/
