Our tools 2018-05-23T11:28:03+00:00

Our tools

We use internationally proven, leading edge career/individual evaluation and research tools to enhance program effectiveness.

Our capability to use a range of different assessment tools provides us flexibility in approach with customised assignments and programs.

We are also well equiped to work with your internal tools.

Some of our key tools include:

The Birkman Method®

The Birkman® recognises that two individuals, who act very much alike, may be motivated by completely different methods, rewards and environmental stimuli. In fact, the way an individual behaves often gives no clue as to how they need to be treated.

The Birkman® is a questionnaire that measures the interaction between an individual and their environment. It’s a tool used to unveil hidden qualities within leaders, employees and teams. It has over 65 years of trust and experience in helping grow unique competencies, knowledge and skills and has been used with over 3 million individuals in vast work situations and in over 8000 corporate organisations.

Supported by a large database of occupational and behavioural information, the Birkman® helps individuals understand their strengths and removes preconceived barriers that limit personal achievement and career development within an organisation. It is an easy-to-use building block for positive organisational change.

The Birkman® questionnaire captures underling needs, examines personality and perceptions in a social context, and combines behavioural and occupational data in one assessment. Reports provide a comprehensive profile of probable success at various levels of management, an individual’s ability to interact as a member of a team, as well as indicating individual potential for certain professional occupations and working environments.

Areas of impact

  • Talent development
  • Career development and coaching
  • Teamwork/ interpersonal and communication skills
  • Optimising performance and building resilience
  • Leading others
  • Succession planning

Personal Directions® (PD)

Personal and professional satisfaction are inherently linked – both to each other, and to an organisation’s success.

At the deepest level, people are motivated to seek satisfaction in both life and work. Understanding this driving force can be a powerful tool for individuals, groups and organisations to reach their full potential.

Management Research Group’s Personal Directions® (PD) is  founded on the assumption that people have the power to change their worlds in order to gain greater levels of satisfaction and personal growth. PD encompasses 18 Life Architecture and 11 Quality of Life Variables along with 17 Key Motivational Dimensions to provide individuals with clear, powerful feedback on how they see themselves in significant areas of their lives.

Capitalising on the enlightenment this feedback brings, PD creates a deep, robust foundation for both career development and personal growth which fosters success at work and in life. Through a process of reflection and development, PD reveals:

  • What individuals want from their worlds – the types of emotional satisfaction one is striving to achieve
  • Areas of life where individuals have chosen to invest their energy and resources
  • The quality of life one is currently experiencing and insights into how individuals feel about the investments and choices they have made
  • Actions to consider, based on what they now know about themselves, as they look toward the future

An especially powerful tool for coaching, PD also provides important insights during transitions such as high potential development, readiness for new assignments, and pre-retirement planning.

Areas of impact

  • Talent development
  • Career development and coaching
  • Pre-retirement planning

Leadership Effectiveness Analysis™ (LEA)

Growth as a leader requires exploration and intention.

The Leadership Effectiveness Analysis™ (LEA) suite of assessments offers an expansive, holistic, and unparalleled view of your current and emerging leaders and provides a clear roadmap for growth and increased success.

It can be used in any organisational setting to describe how leaders actually lead, and to show them their strengths as well as the developmental needs implied by their leadership approach. The LEA model also provides individuals and organisations with a way to link specific leadership behaviours with concrete business results, and a common language with which to discuss and set clear expectations.

The LEA measures 22 leadership behaviours grouped into six core functions, creating a uniquely insightful profile that provides a nuanced and scientifically sophisticated development tool. By embracing individual leadership styles and placing them within the context of your organisational environment, the LEA stimulates individual and team growth through insights that are accurate, encouraging, and actionable.

The LEA 360™ 

The LEA 360™ is a 360-degree assessment process that provides individuals with powerful, confidential feedback on their leadership approach from the perspectives of self, boss, peers and direct reports, based on their completion of LEA Self and Observer Questionnaires.

The LEA 360™ feedback report also profiles the organisation’s Strategic Directions™ profile, so that individuals can determine their leadership strengths and developmental needs and chart a developmental course that enhances their own and the organisation’s performance. LEA 360™ feedback can be delivered in a developmental workshop, one-on-one, or as part of a team development initiative.

Areas of impact

  • Talent development
  • Career development and coaching
  • Team development
  • High potential selection and development
  • Succession planning
  • Candidate selection
  • Pre-retirement planning

Global Leader of the Future (GLOF)

360 assessment for leaders in a globalising business environment.

The Global Leader of the Future (GLOF) measures the skills and competencies that today’s global leaders need to master, and shows emerging leaders the skills they need to develop in order to succeed as effective leaders in a globalising and competitive business environment.

The GLOF 360 assessment has been co-created by Marshall Goldsmith who has been recognised as World’s No.1 Leadership Thinker by Harvard Business Review and Thinkers50. The assessment is specifically designed for leaders in a globalising business environment and is based on in-depth research involving CEOs of Fortune 100 companies, 18 global thought leaders and 300 international business executives at 200 organisations of 120 multinationals on 6 continents.

The GLOF is typically used for Leaders who:

  • Lead an internationalising business
  • Are country managers
  • Manage diversity and across cultures while interacting with stakeholders in their functional responsibilities related to e.g. supply chain, human resources and finance
  • Lead international functional or project teams
  • ave the potential and ambition to measurably grow their global leadership skills

Areas of impact

  • Leadership development
  • Succession planning
  • Talent management

The Leadership Circle Profile™ (TLC)

The Leadership Circle Profile™ (TLC) supports leadership transformation—change that evolves authentically from the inside out. It looks at Creative and Reactive behaviours that reveals to leaders what they are doing, why they are doing it, and what actions they can take to lift their leadership to a higher level.

TLC is designed to accelerate leadership effectiveness beyond traditional competency-based approaches. When it comes to developing leaders, training to competencies alone does not work very well. For more rapid and lasting results, it is crucial that organisations help leaders gain deeper insight into their behaviour and what is driving it.

TLC helps leaders understand the relationship between how they habitually think, how they behave, and, more importantly, how all this impacts their current level of leadership effectiveness. Once this awareness is established, leadership development can proceed. Without it, change rarely happens.

Areas of impact

  • Leadership development
  • Talent management

PRINT®

PRINT® addresses the root cause of persistent issues by uncovering changes needed for sustainable improvement, growth and change.

Developed by The Paul Hertz Group, PRINT® reports reveal the unconscious motivations that drive a person’s behaviour and actions.

PRINT® reflects our view of the world, why do what we do, why we are who we are; it explains how we react and relate by revealing our motivators, potential barriers and triggers. These insights provide the self-awareness necessary for individuals to negate their actions to be their most productive self.

Areas of impact

  • Career development and coaching
  • Teamwork/ interpersonal and communication skills

The Hogan Series

The Hogan assessments help individuals by facilitating strategic self-awareness.

Hogan is known for demonstrating how personality impacts organisational success; they have pioneered the use of personality assessments to improve workplace performance.

Understanding the underlying work style traits, core values, and derailment risks that may impact behaviour allows individuals to manage their own behave to increase workplace success. Equally this same understanding helps organisations to identify characteristics that may impact an individual’s job performance as well as their fit within a particular role, team, or organisational culture.

The Hogan suite of assessments include:

  • Hogan Personality Inventory (HPI)
  • Hogan Development Survey (HDS)
  • Motives, Values, Preferences Inventory (MVPI)
  • Hogan Business Reasoning Inventory (HBRI)
  • Judgement (JUD)

Areas of impact

  • Talent development
  • Career development and coaching
  • Teamwork/ interpersonal and communication skills
  • Optimising performance and building resilience
  • Leading others
  • Succession planning

SHL

Select. Hire. Lead.

SHL psychometric assessments are used by organisations to ensure optimal fit between candidates and their business’ needs and requirements.

SHL provides innovation and valuable insights to optimise the employee lifecycle; this begins by selecting the most qualified candidates and hiring the best fit, and continues by advancing them to success in high potential and leadership roles.

Areas of impact

  • Hiring processes and selection
  • Talent identification
  • Succession planning

C-Suite

Outplacement

Career Transition

Leadership Coaching

Executive Coaching

Marshall Goldsmith Stakeholder Centred Coaching

Career Management

Gender Equity

Sponsorship

Mentoring

We use internationally proven, leading edge career/individual evaluation and research tools to enhance program effectiveness.

Our tools

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C-Suite

Outplacement

Career Transition

Leadership Coaching

Executive Coaching

Marshall Goldsmith Stakeholder Centred Coaching

Career Management

Gender Equity

Sponsorship

Mentoring