Assessments Today

Video Training Series on Leadership 360

I have completed four videos on Leadership 360 degree assessments with training on how to use and administer the assessment that I offer at Assessments Here. The training is over 100 minutes of straight content and almost an hour of solid information in using any 360 leadership tool.

Module 1 is about using 360s within an organizational setting and is long and more theoretical. (27 minutes)

Module 2 gives a brief overview to Leadership and 360′s and what you can expect to find out there. (11 minutes)

Module 3 is the meat and potatoes.  Here I go over the key points of administering and debriefing a 360 when you use one in coaching. (24 minutes)

Module 4, I take you through a sample Leadership 360 Assessment and talk about what it “means” and how I might debrief it.  This is the “technical” part of the training and is only necessary if you choose to use my Assessments Here profile. (42 minutes)

There are two purchase options as outlined here: http://www.assessmentshere.com/2011/07/video-training-series-on-leadership-360/

360 Degree Overview Training (video)

I have just completed four videos on Leadership 360 degree assessments with training on how to use and administer the assessment that I offer at Assessments Here. The training is over 100 minutes of straight content. Here is a two minute video highlighting what is covered.  It is now for sale as a product.

There are two purchase options as outlined here: http://www.assessmentshere.com/2011/07/video-training-series-on-leadership-360/

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Video overview will take about 10 seconds to load.

 

Tips - Video Blog for Users of Assessments Reminder

Just a reminder to all of you that I have started part two in my series of posts on “Assessment Tips” in the format of a 1 or 2 minute video. They are open to everyone but listed on the community site: Assessments Here. I have specifically designed for trainers, consultants and coaches who use assessments in their business. If you are a member (it is free) you will be able to find them under the category “Tips” or by clicking HERE.  Otherwise you will have to scroll down the posts to find them.  You can also find them and any other videos of mine by subscribing to my YouTube Account:  Platinumrule

Below is the latest in the series. It was taped about 6 weeks ago in our backyard, just before moving from Geneva to Paris.  Aren't the roses beautiful?  I will miss this view.  Enjoy and if you have any of your own tips, comment below.  I may end up using it in an upcoming video.

 

Tips - Video Blog for Users of Assessments

I have started a series of posts on “Assessment Tips” in the format of a 1 or 2 minute video. They are specifically designed for trainers, consultants and coaches who use assessments in their business. You will be able to find them under the category “Tips” or by clicking HERE.

There are four load and six more waiting in the wings. Below is one that you might find particularly useful even if you just like to take personality instruments.

Common mistakes in pre-employment testing

Image by Getty Images via Daylife

If you have read any of my articles (here or in other publications), you will know that I am not a advocate of the use of employment tests by coaches and trainers.  Personally, I don't think that is our area of experts; nor should it be.  Consequently I don't write about them here.  However, I do reorganize that there may be a place of this kind of testing and since I get asked questions about hem, I do occasionally refer to this category of assessments. And if I come across an article that I find enlightening and worthwhile I like to share it.  Below is one such article.  It is short.  It is simple. It is good.  I want to thank Shawn, the author , for allowing me to post it here.

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Common mistakes in pre-employment testing

By Shawn Bakker

Using assessments to evaluate job candidates is very different from using assessments for developmental purposes. Avoiding the following common mistakes will help you get the greatest benefit from pre-employment testing.

Mistake 1 – Using the wrong assessments

There are assessments designed for selection, assessments designed for development, and some assessments that can be used in both arenas. When evaluating your assessment options, make sure the tool has been validated for selection.

Mistake 2 - Choosing an assessment before carefully analyzing the job

To choose an assessment that will be useful for evaluating candidates you need to know what is important to measure. If you are considering a pre-employment assessment, start by carefully analyzing the job. When you have determined what an employee needs in order to be successful you can then look for assessments that measure those needs.

Mistake 3 – Making hiring decisions based on what seems good, rather than what is needed.

There can be a significant difference between what you like and what is needed to do a job effectively. It is the later that you need to focus on if you are to use assessments effectively. While a sociable candidate might seem more attractive, he/she might struggle with a job that does not involve interpersonal contact. In a similar vein, someone with a high level of flexibility might sound great, but if their job involves a lot of standard procedures that must be followed he/she will be less effective.

Mistake 4 – Exclusively relying on assessments

Assessments can provide useful information about a job candidate’s skills and potential. However, they are only one source of information and should be used in conjunction with other evaluation techniques including interviews, reference checks, and work samples.

Reprinted with permission.

Psychometrics Canada provides assessment tools and consulting for the selection and development of people. They are the Canadian distributor/trainer of Myers-Briggs Tool. Follow them on Twitter - @PsychometricsCA

Debriefing Assessments: Rater Groups - Step 3 with Pam Boney

 

This is the last short video I took during Tilt 360 Leadership Predictor™ Certification with Pam Boney, CEO of Tilt Inc. She spent some time teaching participants how to debrief an assessment properly. This is Step 3  of 10 and discusses the importance of going over the rater groups - who is in, who was included and who might be missing.

Debriefing Assessments: Values, Culture and Job Fit - Step 2 with Pam Boney

 

This is the second short video I took during Tilt 360 Leadership Predictor™ Certification with Pam Boney, CEO of Tilt Inc. She spent some time teaching participants how to debrief an assessment properly. This is Step 2  of 10 and discusses the importance of fit - values, culture and role. Pam specifically covers the aspect of role fit in this video.

Debriefing Assessments: Context - Step 1 with Pam Boney

 

I had a great time working with Pam Boney, Chief Executive Officer of Tilt Inc. and doing some coach certification training in Italy.  Like most of us, Pam hates to be recorded but she was gracious enough to let me capture some of her thoughts regarding how to debrief her assessment the 360Tilt Leadership Profile. Everything she discusses in these videos relates to any 360 degree that you might be using.  So take a look at one of the best.

This is the first of three short videos.  The first looks at the situational context. While there are 10 steps to Pam's approach, the other seven relate more specifically to her 360Tilt Leadership Profile.

Bad Questionnarie Design Leads to Bad Feelings as well as Bad Choices

People often want to create and design their own mini surveys or questionnaires.  Sometimes it is to get input and opinions from customers or employees. Often it is about designing a customized 360 degree assessment. I know because I get lots of questions about it.

I usually try to discourage people with these types of comments:

• What you measure is what you get.
• Garbage in garbage out.
• The cost of validating is prohibitive.
• Words are open to various interpretations.
• Questions often mix apples and oranges.
• You might end up opening a can of worms.

The purpose of any questionnaire is to seek clarification which leads to greater understanding.  From this understanding (and hopefully common ground) actions for suitable change can be identified and implemented.  Poor design and working can and will have the opposite effect. 

Want to see a perfect example of what not to do?

Image via Wikipedia

McLeans Magazine has just managed singularly to do just that in their recent online survey by falling into all of the traps I have outlined above.  Perhaps it is to stimulate discussion but clearly it is not particularly helpful.  I can see some poor writer dreaming up this survey to improve readership.

Mcleans claims to be Canada's only national weekly current affairs magazine - only showing that we need to be doing a better job tn what McLeans is doing.  Judge for yourself.

Is Canada shirking its international obligations when it comes to climate change?

by macleans.ca on Monday, December 7, 2009 1:59pm - 96528161 Commentshttp://www2.macleans.ca/2009/12/07/is-canada-shirking-its-international-obligations-when-it-comes-to-climate-change/Is+Canada+shirking+its+international+obligations+when+it+comes+to+climate+change%3F2009-12-07+18%3A59%3A22macleans.ca

Is Canada shirking its international obligations when it comes to climate change?

Yes—Canada's inaction is a global embarassment
No—Ottawa should develop its own approach regardless of what other countries are doing
Climate change is a myth and Canada should have nothing to do with "fighting" it

Webinar from TypeLabs with Susan Nash

I have been a little negligent in getting this out sooner but it did only arrive in my own inbox last Thursday.

TypeLabs is presenting a free webinar with Susan Nash this Wednesday, Dec 9, 2009 1:00 PM - 2:00 PM EST. Join psychological type expert Susan Nash for a Q & A session to answer your most pressing questions. Susan will also be reviewing her latest contribution to the field— "Let’s Split the Difference: Your Guide to Clarifying Differences Between Similar Types".

You have to "submit a questions to Susan" in order to register - which I personally found annoying. I am also a little annoyed that it isn't clear whether the event will be made available to view afterward.  Being in Europe the timing isn't the best for me.  However, I registered just in case it is.

TypeLabs s also offering a special on their Type Practitioner Blueprint on DVD.  If you place your order within the next 18 hours you will receive an additional DVD at no charge plus over $190 worth of Bonus Material.  Great material but still a big ticket item.  Remember to use this link: http://www.typepractitionerblueprint.com