Assessment and Support Tools

alati za testiranje Development processes are based on several pillars. The model I suggest is often described as 70-20-10. It is believed that best results are obtained if 70% of learning takes place through personal experience, 20% through coaching and mentoring, and only 10% through traditional training. In this way, the efficiency of learning and development is maximized. Adding up to these numbers the amounts of money invested in the development of leaders, as well as the price of misdirected guidance and method of personal development of the people who lead the employees and business activities, we arrive at the following question: how to assess who should be developed and in which areas? The answer to this question may be found in the assessment and support tools.

I use various tools in my work. Some of them are used for the initial assessment of motivation, emotional intelligence, the conduct in conflicts or simply the communication style. Others serve as support to clients to open up more easily, to make a deep appraisal of themselves and their needs and, most importantly – to change a perspective. What is common to all these tools is that I am certified by the relevant consulting institutions for applying and interpreting the tools I use.

Assessment Tools

Emotional Intelligence – MHS EQ-I 2.0 The tool developed according to the Bar-On’s emotional intelligence theory, embraced by large corporations in the process of recruitment, development and selection of staff for promotions, particularly to top management positions, with the ultimate goal to raise the competitiveness, efficiency and employee satisfaction.

Emotional Intelligence - MHS EQ-I 2.0

If you are a leader and you want to mobilise your team, the first thing you can do is to listen to them. Empathy is a crucial and critical skill for a leader, since by listening and understanding your people you can gain a better insight as to how to motivate them and what they find important. That is the first step in your capacity to influence people. Exerting the influence is the critical leadership skill. It has been proved that emotional intelligence (EI) is the key indicator of performance and development. Individuals with higher EI communicate efficiently, they form strong bonds and quality strategies for overcoming obstacles. EI can be measured in a much more convenient and less controversial way than IQ. And most importantly – unlike IQ, it can be significantly improved and developed.

The way MHS EQ-I 2.0 works is quite simple. The overall EI result is the indicator of measuring five composite, different aspects of emotional and social conduct of a person. Each of the five aspects consists of three sub-categories, so we get 15 EI scales, assessed as critical for success in a working environment. In addition, by combining these scales, we can derive the current wellbeing index. In leadership reports, an insight of the client’s development potentials is also underscored.

Important features of this tool comprehend that it is valid (calibrated for different cultures, geographies, age and gender of respondents) and reliable (if the client is tested more than once within a brief period, the results will be almost the same).
Subject to your requirements, it is possible to generate several types of reports:

Self-assessment – EI at the work post
Self-assessment – EI for leaders
360 – EI at the work post
360 – EI for leaders

SDI Strength Deployment Inventory by its unique approach enables understanding of connection between the styles of behaviour and communication based on personal values and motivational drivers, as well as recognizing of behaviour in conflicts.

SDI Strength Deployment Inventory

alati gomilanovic The tool is based on Dr Elias H. Porter’s Relationship Awareness theory. It analyses, interprets and induces positive changes. It has been verified and applied in corporations around the globe since 1971. What distinguishes SDI from other assessment tools for the styles of behaviour is that it doesn’t focus on sheer explaining of behaviour-based personality types, it also addresses the motivation behind a behaviour style – not HOW we are doing something, but rather WHY – what is the purpose of what we are doing. This unique approach enables understanding of:

connection between the styles of behaviour and communication based on personal values and motivational drivers
strengths and weaknesses in communication and work
the degree of accepting differences and personal values of associates / collocutors
models of behaviour in conflicts
growth potential

Unlike similar tools, SDI is the only tool based on motivation and personal values.
It is predominantly used for:

Personal development and organization development
Development of managers
Management and motivation
Improvement of relationships
Conflict management
Defining team roles
Feedback
Candidate selection for certain positions
Improvement of sales communication
Negotiations
Coaching
Team development

SDI - Communication model based on personal motivation and values

SDI STRENGTH DEPLOYMENT INVENTORY, a communication model based on personal motivation and values, is the principal tool providing the clients with a graphic view, based on a simple questionnaire – insight into personal communication style and understanding similarities and differences relative to other styles. SDI introduces seven styles, four of which are principal and three “blends”, so that (even though it is not the primary intention) it more easily raises the awareness concerning the style, needs, motivation and behaviour of the person we are talking to, which results in a more efficient communication, with more flexibility and empathy.

As a result, in addition to the communication style in situations when everything is normal, we also gain insight into the behaviour in conflicts, through all three stages, so that clients become acquainted with their behaviour model, they understand the key points of transition between the different stages, and also get an opportunity to learn to recognize a change in behaviour and trend with their collocutors.

SDI Personal Strenght Portraits

It is used in combination with the SDI tool – it provides fast insight into personal traits and behaviour that are most frequently or most rarely used in contacts with others. This helps acquire an insight into main development opportunities for individuals in other areas, such as the development of project teams and corporate culture, for instance. The method for filling in the assessment tool is a convenient novelty compared to other tools. The results are formed by ranking 28 traits (strengths, behaviour, skills) according to frequency principle and the method of their use when relationships with others are concerned.

SDI The Overdone Strenghts Portrait

When a strength is overdone or misused – it becomes a weakness.
The Overdone Strengths Portrait tool helps acquire insight as to when and how often the candidates overdo or misuse certain traits (self-confidence may become arrogance, concern may put too much pressure on people and the like). The portrait reveals potential sources of interpersonal conflicts and conflicting situations. A consequence of conflict is by all means poor communication, which ultimately leads to poor management, planning, failure and unaccomplished objectives. The tool provides the opportunity to gain insight about the traits and behaviour at the candidate’s disposal, in order to develop the same and achieve goals in a different manner, which improves cooperation and makes it more efficient. The tool is useful in any situation where people are interconnected – at the work place or with their families, friends and the like.

Support Tool

Points of You – Coaching game

A creative and efficient tool for personal and professional development, pretty easy to use. It consists of flashcards, each showing a photo and a theme. They inspire brainstorming and exploring of different takes on the client’s theme and situation. They support client to drift from the generally accepted and established frames of thinking and living, and to embrace the possibility for growth and development. By activating both brain hemispheres at the same time (image and word), they touch upon all parts of client’s being and strongly invite for transformation.