Diagnostics in the workplace
Diagnostic or assessment tools are used widely in workplaces and in some elite sporting environments. They help get an insight into personality and how that can affect someone’s performance.
The have been around since organisational psychology first came to prominence. They’ve gained more prominence in the past decade with the rise of analytics.
Used properly, they can help screening. They can help a company fill its next top role, or an elite sports team screen for its next import. They can also help with personal development. They can help a young executive identify the behaviours that seem to retard their promotion, or an elite athlete or a coach target a negative mindset that disrupts consistent excellence.
Of course, that doesn’t mean that mean that all diagnostics are the same or that they’re always well used.
How we use them
At The Everest Academy, we use diagnostics as part of our leadership development programs. We use them as a baseline to help target our syllabus. We also use them to measure performance change over the course of a program. That’s because we believe that measurement forms an unavoidable part of developing the characteristics associated with leadership.
We only use personality-type diagnostics that have met rigorous standards, including extensive testing or academic peer review. We use instruments from Hogan Assessments and RocheMartin. In terms of interpreting the results, we use only consultants that have been accredited in these instruments. We involve our partners where specialist expertise is needed.
We use diagnostics that:
- evaluate personality, emotional intelligence (or EQ) and judgement
- are for individuals or teams
- are self assessments and others that involve peers and managers
We also put significant emphasis on the debrief process. We recommend at least 60 minutes and typically as long at 90 minutes to debrief someone on the results of their assessment. When working with teams or groups, we supplement the individual debrief with group workshops to help them understand how to apply the results of the diagnostics in the workplace. Where the objectives are changes in behaviour and performance that are sustainable, we recommend longer-term coaching programs.
The Everest Academy uses only accredited consultants and experienced coaches for our debriefs and workshops.