Who we are
We are Psychologists - Occupational, Forensic & Clinical.
What does the assessment involve?
Our leadership assessment takes approximately two and a half hours and is interview-based. The psychologist conducting the interview also draws on psychometrics to help them gain a deeper understanding of the individual being assessed.
The interview is collaborative, with an aim for the psychologist and interviewee to building a profile together. It should also feel like something that is done with the individual rather than to them. Consisting of a systematic review of the individual’s background and career to date, the interview is a means of getting to know the candidate – to explore what they have achieved in their career, how they have achieved it, and what personal and psychological characteristics have underpinned their success.
The conversation is free flowing, but has two distinct stages:
1. The psychologists begins by briefly exploring their personal and career history, with the aim of trying to discover how the individual got to be the person they are today and the career choices they have made to date
2. Then, the psychologist looks more closely at a few of the individual’s specific work experiences, building a picture with them of the way they handle the specific situations.
What happens after the interview?
After the interview, the psychologist produces a written report, which describes the individual’s strengths and development areas in relation to a role. The report is then sent to the company.
We specialise in assessment of people for recruitment, promotion & talent.
What does Coaching involve?
Our approach to coaching brings together the psychology of the individual with the business expectations of performance. We favour a rigorous process designed to focus on specific goals, whilst always responding to the ongoing needs of the individual.
Executive coaching represents a real investment in both time and money for organisations and their leaders. Therefore, it is imperative that the matching process between coach and client is properly managed and the ‘chemistry’ conversation is a vital component of this process. Before undertaking a new coaching engagement, we typically set up one or two half hour ‘chemistry’ conversations where the client and coach converse by phone with a view to deciding if they are going to work together.
Our coaching engagements often start with the chosen coach profiling the client. There are two options that can be used:
1. An in-depth leadership assessment (interview & psychometrics)
2. 360 evaluation, with feedback gathered from a select number of colleagues
The output from the above is disclosed with the client to assist them with identifying their strengths and development areas.
The frequency and length of coaching sessions is always something agreed with the client, to suit their needs. However, a typical coaching session last 2 hours and the schedule often involves:
1. Four coaching sessions in the first two months to establish clear goals and a plan to tackle them
2. A coaching session every 4-6 weeks
3. A review of the coaching at 6 months and 12 months to decide if coaching should continue or changes should be made
A typical coaching programme lasts between 12-24 months, but again this is influenced by the goals of the client.
We identify the capabilities individuals and teams need in order to achieve growth targets and deliver on a strategy.
What is Culture Change?
Culture Change is the process by which psychologists seek to help an entire organisation, whether small or large, achieve beneficial and long-lasting improvements to its way of working, through the adoption or refinement of desired cultural values and the encouragement of constructive working behaviours. We offer an approach to changing the culture of your organisation that is flexible to your needs and size, while promoting collective clarity on what needs to change and how to do so sustainably.
Getting the Viewpoint
Culture change can appear to be a daunting prospect for an organisation, requiring collective efforts to promote desired values and introduce new behaviours. To ensure this complicated process begins on the right note, we have an initial meeting to get a better viewpoint of where the organisation is now, and where it would like to get to over the next few years.
To enact meaningful, sustainable change, it is crucial to recruit volunteers to be 'change ambassadors' from multiple levels and departments of any organisation. Their role is carried out in two steps:
1. Meeting collectively with the psychologist to define the values behaviours that need to be changed, while agreeing the methods of their ambassadorship to the rest of the organisation.
2. Working to instil the proposed changes in their respective areas of the organisation, enabling gradual adoption of the values and their execution in daily working practices.
To ensure the sustained success of culture change initiatives, we conduct follow-ups over six month or yearly intervals with change ambassadors to confirm what has been successful, while revising what has not worked and finding new ways to improve the culture.
We work closely with our clients to support them on their people agenda and are very passionate about what we do.
We offer a range of different psychometric assessments through our website, from personality questionnaires to aptitude tests to SJTs. As such, clients could save time and money looking through our existing assessment suite before requesting a bespoke service.
Bespoke Psychometric Design
Should you need an assessment tailored to the specific needs of your organisation or the requirements of a certain role, we are able to help. This is achieved in four stages:
1. An initial meeting would allow us to get a clearer view of exactly what you require, so that we can determine if adapting an existing assessment, or creating something entirely new, would be most appropriate to your needs.
2. We would then have a data gathering stage, meeting with relevant practitioners to flesh out aspects of the role being assessed for, while carefully tailoring the items to the needs of the organisation. The exact approach of this stage will depend on the purpose of the assessment and the needs of the client.
3. Following design, we would pilot your assessment with the first wave of test-takers. This data would then be analysed, allowing us to determine the Mean score and Standard Deviation, which are necessary for us to interpret the results.
4. Full release is the final stage, with your bespoke test being used to provide immediate analysis and feedback for your employees and candidates.