Psychometric profiling is a way of measuring psychological characteristics such as our abilities, attitudes and personality.
Most psychometric profiles are generated using a self-completion questionnaire that is scientifically validated¹. The results are used to generate a series of scores that are plotted against a large sample population, so users can see how they compare to others.
Psychometric profiling is now used to evaluate all sorts of things in the workplace including personality, job preferences, leadership capability and emotional intelligence (e.g. social skills and stress tolerance).
Psychomteric profiles play an important role in:
Identifying future leaders and top talent in your organisation
Enhancing communication in teams and organisations
Helping people manage pressure
what do we offer?
We offer a number of psychometric profiles that are used in conjunction with our training courses and coaching programmes:
The Resilience Quotient Inventory™ (RQi™) provides a measure of one’s ability to manage high pressure, change and adversity. Learn more.
The EQ-i 2.0® and EQ-360® – these measure emotional intelligence or EQ and can used as part of a personal development or leadership development programme. Learn more.
The VIA PRO Character Strengths Profile identifies character strengths (such as leadership, social intelligence, teamwork and judgement) and provides guidance on how to build on strengths for greater fulfiment and higher performance
Facet5 provides an assessment of personality (e.g. how introverted or extroverted you are) based on the scientifically validated ‘Big Five’ personality factors. Facet5 is a fantastic tool to use alongside training in communication, teamworking, leadership development and more. It can also be used for recruitment, succession planning and outplacement. Learn more.
The Career Anchors Inventory provides an indication of your career and job preferences and is used in career planning, succession planning and outplacement decisions
¹Validation in psychometric research means that the questionnaire used to generate the a profile actually measures what it sets out to measure. This is achieved by administering the questionnaire alongside other measures (including direct observations) to ensure that the questions are a valid assessment of the subject.