Investigation and Identification

 

At TMI we use a wide range of organizational surveys, and psychometric assessment tools to identify priorities for focus, as well as to establish a baseline for evaluating the impact of our developmental interventions. When compared with initial results, these same tools can also be used to determine and evaluate results following the intervention.
 
Let’s see 3 examples here:


Energy Meter

Is your organization filled with the right energy?
 
Energy Meter is an assessment toolbox to support Employeeship interventions. Energy Meter contains three unique tools:
 
1. The Personal Employeeship Meter
A tool to determine, evaluate and develop a person’s Employeeship attitude and behavior.
 
2. The Departmental Employeeship Meter
A tool to determine, evaluate and develop the Employeeship culture of a department.
 
3. The Organizational Employeeship Meter
A tool to check the health of your organization, and assess the degree to which your organizational culture, systems and policies inspire employees to display the qualities of Employeeship.
 

Target audiences

All staff, or a representative sample of your organization
 

Format

  • Anonymous, paper-based or on-line survey
  • Group size: any
  • Energy Meter is best utilized as part of a comprehensive Employeeship initiative engaging all staff members of your organization. With large scale interventions the survey can be all-inclusive, or based on a representative cross section of the organization, from all functions and levels of responsibility.
 
 

 

Personal EQ Meter

Test your Emotional Intelligence online.
 
The online version of TMI’s Personal EQ Meter is an ideal way for you to assess your Emotional Intelligence at a time and place most convenient to you, and get personal feedback from a certified TMI consultant.
 
The Personal EQ Meter is a help to render visible an individuals personal aptitudes and skills in dealing with emotional matters. It is a tool to bring to light the human qualities that may not be related to professional skills, but which are all-important for anyone to be successful and do well in the organization.
 
The idea behind making the test available online is that respondents can sit the test at the comfort of their home or at work, at a time that best suits them. The scoring of the results is done automatically. This means that consultants or personnel managers, who are certified to use the test, can present the results to respondents immediately after responses have been submitted online. Additionally, the automatic system eliminates the risk of mistakes, which easily happen when a test is scored manually.
 
Before sitting the test, respondents should contact a test certified TMI consultant for login details to access the PEQM test. As soon as the test is completed, the data is forwarded to TMI. The test consultant downloads the test results and ensures that the respondent gets their results and feedback, preferably at a personal meeting. This helps to ensure that the respondents receive the right instructions before sitting the test, and are offered personal feedback after the test.
 

Target audiences

All staff, or a representative cross-section of your organization
 

Format

  • Anonymous, on-line or paper-based survey
  • Group size: any
  • PEQM is best utilized as part of a comprehensive Emotional Intelligence development initiative

 

Behavioral Styles Profiles Test

Know thyself.
 
Behavioral Styles Profiles test is a widely used, validated psychometric assessment tool to assess your own behavioral style preference. It only takes a few minutes to complete, and the results can be used as valuable input to many TMI development programs.
 
As you learn about your own behavioral style and the styles of others, you will be better able to understand why people react differently in the similar situations. These insights can be extremely useful and powerful to both individuals and teams. Success in organizational life depends to a large degree on mutual cooperation, support and your ability to navigate the dynamics of the different style preferences of the people around you.
 
Each individual has a dominant style that influences the way they think, feel, behave and perform.
 
Drivers blend a low level of emotional responsiveness with a relatively high degree of assertiveness. They tend to be task-oriented, know where they are going and what they want, express themselves succinctly, and get to the point quickly. They are pragmatic, decisive, results-oriented, objective and competitive.
 
Expressives integrate high levels of both emotional responsiveness and assertiveness. People of this style tend to look at the big picture, often take fresh, novel and creative approaches to problems, and are willing to take risks in order to seize opportunities, particularly in interactive situations. Their ability to charm, persuade, excite and inspire people with visions of the future can be a strong motivating force.
 
Amiable styles combine higher-than-average responsiveness with a comparatively low level of assertiveness. Individuals reflecting this style tend to be sympathetic to the needs of others and are quite sensitive to what lies below someone’s surface behavior. They are most likely to use empathy and understanding in interpersonal problem-solving situations. In addition, their trust in others often brings out the best in their colleagues.
 
Analytical people tend to take precise, deliberate and systematic approaches to their work,
and usually gather and evaluate a lot of data before they act. Analyticals are generally industrious, objective and well-organized. They are self-controlled and generally cautious people who prefer analysis over emotion. They also prefer clarity and order and are often viewed as being a bit formal, and tend to resist compromise in problem situations.
 
Using this test you can learn something about you own preferred style, and get some great advice on how to get along with other styles well. A great preparation for your learning experience!
 

Target audiences

Individuals wishing to develop their self-awareness, and enhance their interpersonal skills.
 

Format

  • Anonymous, paper-based or on-line survey
  • Group size: any
  • Behavioral Styles Profiles Test is best utilized as part of an interpersonal competence development program