Can psychometric certification add value to my profile?

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I often get calls from people asking me something like this- I find this testing thing very interesting but I do not know if getting a certification can add value to my profile. Can it be really helpful for me? I find this question very difficult to answer, not because I have no idea about it but because it is like asking the vegetable vendor if vegetables are fresh. My usual answer is “If you are not sure, most probably it is not for you” but then it is too simplistic. Therefore, this article is an attempt to look at the above question and its variants comprehensibly.

How to train observers for Assessment Center in less than 8 hrs?

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1. For each activity, create a checklist of behaviours on each competency and share that checklist with observers:  Here I assume that you are playing only those activities which you have played several times in the past and you know exactly what to expect in most cases. Write down the expected behaviours and map them to competencies. Share this sheet at the end of the training. This is going to facilitate the observers to be consistent in their Evaluation (remember ORCE). 2. Take few competencies as examples and explain them in detail:  Rather than covering all the competencies in the training, take few (3 to 4) and provide in-depth training on them. Learning on ORCE skills is relatively easy to …

3 Things to Focus On for a Successful Assessment Center

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Assessment Centers are highly effective for leadership roles as they carry high predictive validity. But their effectiveness is not universal – it highly contextual. This post highlights 3 most important things an assessment center facilitator must do in order to ensure high reliability and validity. It is based on author`s own experience of conducting assessment centres in India, Europe and in the Middle East.

Why IDPs (Individual Development Plans) fail and what you can do about it?

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IDPs (Individual Development Plan) are crucial for any growth oriented person and companies spend a lot in getting their people assessed on the desired competencies and IPDs developed for them. Yet, more often than not, we see them being converted into a useless, ‘nice to have’ kind of document with no practical benefit for the employee or the organisation. This article is for those who are making their IDPs (the employees) or who are helping their people to plan out their development (managers) and I am sharing here what I have seen as differentiating factors between a ‘just-another-IDP’ and ‘really-useful-IDP’. Following are the biggest reasons of IPDs not serving their intended purpose: 1. Loosely defined objectives: A senior-manager in a technology …