Evolution through Coaching
Strategy. Adapting. Change. Performance.
A psychometric test is a psychological test that has a standardised scoring and administration and meets other criteria (see below).
Some examples of psychological tests include: personality questionnaires, vocational interest questionnaires and motivational needs and values questionnaires.
Multidimensional measures of personality assess a wide range of attributes or traits, such as achievement drive, sociability, self-control, flexibility, empathy and many others.
Some measures of personality type tend to profile a person within a cluster of attributes, which is less informative, but often easier to get an initial picture (eg: MBTI). Others profile along a scale, such as the Big 5 model, which is a descriptive model of personality around 5 core traits that fits with some psychological theories.
Specialist personality questionnaires are useful in specific contexts as they are designed to measure specific aspects of behaviour such as leadership style (eg: ILM72), emotional intelligence (eg: EQ-i) and mental toughness or resilience (eg: MTQ48). These tests assess traits and attributes along a scale.
Uses of psychological tests:
- To raise self-awareness of preferred styles of thinking and behaving across situations.
- To help understand why some situations feel more stressful, or some jobs/environments feel more suitable.
- To predict performance in a job/particular situation when the test is chosen to measure qualities that are important in that situation.
- When it measures traits and capabilities that can be learned or changed, it is a useful benchmark to measure progress after a period of coaching (eg: MTQ48, ILM72, EQ-i).
At Aeona, we use psychometrics as a profiling tool, where the emphasis is on building awareness and understanding of yourself and your attributes. This brings great insight for:
- relative strengths
- areas for development
- how your attributes and abilities compare with a norm group
- clarifying future personal and career goals
- understanding why you think and behave the way you do (and why others behave differently)
- resolving particular issues
- finding a new direction.
A good psychometric test meets three criteria:
- Accurately measures the attribute of interest.
- Differentiates between individuals who have more or less of the attribute.
- Predicts an outcome of interest – such as job performance, success in training, leadership capability.
Psychometric tests can be "normative" (eg: MTQ48, ILM72, EQ-i, FindingPotential Personality): The results of one person are comparable to a "norm" group (eg: the general population, managers) which is based on a very large number of representative people in that group. Other psychological tests (like MBTI) are "ispsitive" – they identify the relative strengths of characteristics within each person.
Good psychometric tests need to be:
- Reliable with stable and consistent test results . No psychological measure is absolutely perfect so during the development stage a test is checked that it gives consistent results across time (test-retest reliability) and also that the questions give consistent results compared to each other (internal consistency).
- Valid to accurately assess the attribute it is designed to measure (construct validity).
- Valid to give a consistent relationship between test scores and a measure of an independent outcome, such as job performance, job satisfaction, leadership capability etc (criterion-related validity).
"Whether you believe you can do a thing or not, you are right." Henry Ford
Achieve more, make changes and be more successful:
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Evolution: (noun) A gradual development. An exercise carried out in accordance with a procedure or plan.
Evolution through Coaching: Improved performance and desired changes achieved using a strategy to adapt people's attitudes, behaviours and actions.