What is Psychometric Profiling?

Best Psychometric Profiling Company

UKCPD – AI Winner – Best Psychometric Profiling Company 2016

Award Winning Service: The Acquisition International prestigious Business Excellence Awards  have announced that in view of its outstanding commitment to the very highest standards, value and innovative application of tools and coaching / profiling models The UK College of Personal Development is an Award Winner.

UKCPD – Best Psychometric Profiling Company – UK 2016

Psychometric profiling (often called Psychological Profiling )  is the use of a model to understand what drives a particular individual’s behaviour. Using the metaphor of an iceberg, profiling looks beneath the surface and helps us to understand an individual’s personality. It works by getting an individual to complete a questionnaire the answers to which are compared in a systematic way to a mass of data from other people who have answered the same questions.

It is often referred to as personality profiling or even as psychological testing, this latter term is not helpful as it implies the making of value judgements and a profiling exercise is not a “test” as such and the individual is not sitting an exam where he or she will pass or fail.

Psychometric profiling has a long history; there are many models on the market. Many are based on the observations of Carl Jung, this lead to the development of the Myers-Briggs Type Indicator (MBTI); in recent years other bodies and individuals have developed other useful models based on various approaches.

Since the psychometric models are all based on ‘norms’ of various sorts, interpretation of the results depends on an understanding of the underlying model. The profiles are therefore only made available via accredited people, who will usually be consultants (whether occupational psychologists or management development specialists, coaches etc).

Once you have “Sat” or “Taken” the “test” the accredited person then gives the report to the person being profiled and, on a one-to-one basis, explains how the model works, analyses the individual’s profile report and then discusses with them the implications in terms of personal development opportunities, career planning, etc.

Why do it?

Psychometric profiling can work at all levels within an organisation, for many different purposes, including:

  • Career development

    Personality Profiling

    Psychometric Profiling

  • Coaching
  • Conflict management
  • Leadership development
  • Personal development
  • Personality assessment
  • Recruitment and selection
  • Self-awareness
  • Talent management
  • Team development

Does it work?

In short, yes. Extensive research in recent years (most notably an academic literature review by Barrick and Mount drawing on some 24,000 profiles undertaken in a work context) has validated the ‘Big Five’ approach. Coupled with the impact of PC and web technology, this has led to a significant increase in demand for new generation profiling tools.

iWAM Assessment Tool

iWAM Psychometric Profiling

iWAM Psychometric Profiling

The Inventory for Work Attitude & Motivation (iWAM) is a questionnaire used for job-related activities, such as recruitment, coaching and training projects. It is based on NLP Metaprograms, a model of cognitive thinking styles (48 parameters are measured and explained).

The iWAM Management Report identifies a person’s motivational and attitude preferences in the job context and predicts how this person will behave in various job types, such as administrative, customer contact or managerial tasks. The iWAM Attitude Sorter predicts key motivational preferences and development areas.

Why bother with motivation? Motivation x Values x Competence = Results

Motivation accounts for 40-60% of Performance!

A truly good assessment like the iWAM is an excellent resource for development and improvement: either helps find solutions to performance related problems, or helps achieve higher performance and take an individual, a team, or an entire organization – as Jim Collins says – from “good to great”.

The iWAM gives you crucial information you need in order to bring the most out of employees, leadership, teams, or organizations. Motivational and Attitudinal Patterns measured by the iWAM are excellent input for:

  • Training and development
  • Career planning and workforce planning,
  • Recruitment and selection
  • Motivation of employees
  • High-performance teams
  • Leadership development
  • Succession planning
  • Organizational changes and communication.

If you are looking for a powerful, relevant, valid, reliable, versatile, and cost-efficient tool, which delivers the needed results, consider exploring the world of the iWAM.

Psychometric Profiling Services

EBW Psychometric Profiling

EBW Psychometric Profiling

The EBW Emotional Intelligence Model for Business provides you with a straight forward approach to quickly benchmark, understand and develop Emotional  Intelligence in the workplace. Its focus is on Business Emotional Intelligence (Business EQ) and performance.

The EBW Psychologists are the leaders in understanding how objective benchmarking (testing) and focused development of critical emotions and behaviours at work (Emotional Intelligence) can help you generate business value.

The EBW Emotional Intelligence Psychometric System and its programmes enables you to provide:

  • Better self insight & personal responsibility for performance
  • Better decision making and risk assessment
  • Enhanced communication & cultural awareness
  • Increased mental toughness
  • Enhanced responses to the emotions and behaviours of others
  • Improvement in management & leadership
  • More efficient team work
  • More effective organisation
  • Better business results!

The EBW is an excellent Psychometric Profiling system that assesses an individual’s or a team’s Emotional Intelligence and potential for success. It’s one of the best coaching tools that we have found for kick starting a coaching relationship. Coaching that is about adding measurable value and realising the full potential of individuals and the organisation’s human capital.