Assessment tools

In accordance with our approach to measuring the initial state and the achieved results, assessment tools occupy an important place in our work.

Our assessments and research-based approach provide validated tools to help organizations achieve sustainability, groups to achieve synergy, individuals to reach their potential.

Below is a brief description of all the tools, and we are here to assist you in finding a solution that suits your needs.

Organizational development

• Measuring organizational culture (Organizational Culture Inventory®)

OCI provides organizations with a visual profile of their operational organizational cultures (Current culture) in the form of behaviors that members of the organization believe are needed in order for employees to “fit in and meet expectations”. Such expectations build the way people in organizations approach their work and interact with each other. In turn, these norms of behavior have an important impact on an organization’s ability to solve problems, adapt to change, and achieve effective performance.

A special version of the OCI questionnaire, the OCI Ideal Culture, provides leaders and organizations with a tool to quantify, anticipate, and communicate their ideal or desired organizational culture. The ideal culture is a benchmark against which the current culture can be compared. Together, these profiles represent a visual analysis of differences, the goal of organizational change, and the basis for identifying appropriate levers of change.

In addition to measuring the current culture, OCI also measures key cultural outcomes: employee satisfaction, intention to stay in the organization, clarity of roles and conflict of roles, and perception of the quality of services provided by the organization:

• Measures norms of behavior and expectations that have a proven impact on performance (positive or negative)
  It provides a reliable, valid and true measure of culture – clearly separating culture and climate as two separate but interdependent organizational concepts
  Meets rigorous academic and psychometric standards
• It is an integral part of the Integrated Diagnostic System, which uses the Human Synergistics Circumplex to link behaviors at the individual, managerial, leader, team, and organizational levels.

Team development

• Measuring group styles (Group Style Inventory)

GSI provides insight into how team members are currently collaborating with each other, how they approach problems, and whether they are achieving synergies. The team participates in a specific simulation and on that example gets an insight into the above parameters. After the results and insights, action planning is approached with the aim of developing team effectiveness.

• Coach simulation and collaborative achievement (Coach, Co-achieving)

Cocah is a unique exercise that emphasizes the assumptions, beliefs, values and attitudes that are key to achieving the motivation and high results of individuals and teams. This simulation allows participants to discover how to develop a workplace achievement orientation. After the simulation, action planning is approached with the aim of improving managerial and leadership potentials and focus on achievement.

Leaders and managers development

• Measuring leadership influence (Leadership Impact)

LI is designed for the development of leaders with the goal that they become aware of the impact of their leadership strategies and the way they affect the performance of the organization. The measurement includes three dimensions:

• • Leadership strategies – an assessment of the personal extent to which the leader is willing to go in the application of prescriptive versus restrictive strategies
  • Influence on others – an assessment of the extent to which a leader motivates or encourages employees to behave in a constructive versus defensive manner
  • Leader effectiveness – assessment of the current effectiveness of the leader based on personal and organizational criteria

After generating the report, during three individual sessions, an analysis of the same is done, as well as the definition of a detailed development plan. The tool is a natural continuation of the team simulation because team leaders have the biggest impact on the culture of the organization.

• Measuring managerial impact (Management Impact)

MI provides a unique feedback system that gives managers insight into how they approach their work and what impact they have on the people around them.

Managerial responsibilities that measure M/I
Tasks	People	Personal
Goals management	Units relationship management	Integrity management
Change management	Team management	Management of personal development
Problems management	Communication management	Managing emotions
Results management	Reward management
Resource management	Learning management
Management of work activities	Interpersonal management

After generating the report, during three individual sessions, an analysis of the same is done, as well as the definition of a detailed development plan. The tool is a natural continuation of the team simulation because team leaders have the biggest impact on the culture of the organization.

Individual development

• Competencies-based interview

is an assessment tool during which the interviewer asks open-ended questions and in the candidate’s answers recognizes desirable behaviors in relevant situations that are related to good performance.

The main goal of the competency-based interview is to predict the future behavior of the candidate based on predefined assessment criteria. We use a behavioral model of interviewing that starts from the premise that the best indicator of future behavior and performance is exactly previous behavior.

Using structured approach when asking questions requires from candidates to cite specific examples of situations they have in their experience and to describe their behaviors in them. A structured approach allows the interviewer to gather the same information about all candidates and to be able to compare them.

• Determining lifestyle (Life Styles Inventory 1™)

LSI 1 is the first in a series of Human Synergistics individual assessment tools, specifically designed to help answering the essential question “Who am I and what drives me to behave the way I behave?”

Based on a combination of generally accepted psychological and psychometric theories, LSI 1 measures thinking and attitudes that motivate your behavior, the ways in which you establish relationships with others but also how you solve problems and make decisions.

The greatest value of the LSI 1 questionnaire lies in the fact that no other self-assessment tool detects or measures the thoughts and behaviors that are an obstacle to fully developing your potential, as LSI 1 does.

The first important step in the process of changing your behavior is completing the LSI 1 questionnaire.

• PCM (Process Communication Model®)

PCM provides a reliable and validated method for discovering and understanding the deep structure of the personality, the impact of life events on personality development and dynamics in communication.

Based on Dr. Taibi Kahler’s award-winning scientific discovery, PCM has been used and researched for thirty years. It has been experienced by over a million people, on five continents, and has found application in leadership development, management, sales, education, politics, religion, medicine, parenting and personal relationships.

NASA has been using PCM in the selection and training of astronauts since 1978. Today, the model is used by directors and managers of Fortune 500 companies, politicians, as well as well-known psychologists.

PCM allows you to:

• Adapt your own style to interlocutors who have different personality structures
• Identify potential conflicts and misunderstandings in the early stages of their occurrence
• Develop an empathetic relationship, trust and connection with team members
• Understand the behavior of others and know how to address them in a way that their psychological needs are met
• Improve your communication with different interlocutors
• Learn how to return to constructive communication with your interlocutor
• Develop self-awareness about your deep personality structure