Psychometric assessments are valid and reliable instruments enabling individuals to make congruent choices about the future. 

They provide clients with a heightened awareness of how they currently operate and their impact on others.  As such, they are used in conjunction with tailored executive coaching and people development programmes.

Psychometric Instruments Description
Myers Briggs Type Indicator (MBTI) MBTI is a self-report questionnaire based on Carl Jung’s theory of psychological types.  It identifies differences in normal healthy people enhancing their understanding of themselves, their motivations, their natural strengths and potential areas for growth
Fundamental Interpersonal Relationship Orientation – Behaviour (Firo-B) Firo-B is a self-report personality questionnaire that measures how the individual typically behaves with other people and how they expect others to act towards them.  It can increase understanding of how they come across to others, how and why conflict develops and how to manage their own needs as they interact with others
Thomas Kilmann Inventory (TKI) TKI is a self-report questionnaire that measures conflict handling styles.  It enables better conflict management and resolution through understanding of how the five different conflict handling styles affect interpersonal and group dynamics
Strengths Deployment Inventory (SDI) SDI is a self-report questionnaire based on Relationship Awareness Theory and the individual’s motivational drivers.  It aims to increase the individual’s self-awareness, their understanding of what happens to them when faced with difficult situations and the choice of behaviours at their disposal
viaEdge (Lominger) ViaEdge is a self report questionnaire designed to measure an individual’s work preferences, values, characteristics, experiences and work behaviours determining the individual’s overall level of Learning Agility.  High Potentials are typically seen as being high in Learning Agility
eChoices (Lominger) eChoices is a 180 degree questionnaire designed to measure the individual’s overall Learning Agility.  It is used for individual assessment, evaluation and development, providing detailed information on hidden strengths, blind spots and development areas



The Business Issue: Insufficient data existed to determine the capability, level of self awareness and development needs of individuals within the company’s talent pool

The Solution: It was agreed to use two psychometric instruments to support the talent development initiative.  The first instrument, Myers Briggs Type Indicator (MBTI), was selected to grow individual self  awareness and understand the Talent Development journey they were facing.  The second, e-Choices (Lominger), was chosen to determine their level of Learning Agility

The Impact: The combination of both instruments proved effective in helping individuals understand their current capability and their development options.  It helped them to prepare for the Talent Development programme and determine how to grow their ability further



The Business Issue: Part of a coaching engagement with a particular client was to work on identifying their professional brand and determining how they related to others in different work settings

The Solution: To support the individual’s understanding, we agreed to conduct two self report psychometric instruments.  The first, Myers Briggs Type Indicator (MBTI), was to grow understanding of the individual’s personality profile and the second instrument, Firo-B, was to provide the client with an understanding of how they interacted with others, both in terms of what they expressed to others and what they expected from them

The Impact: The instruments uncovered key areas where the client had been transmitting mixed signals on their leadership and capabilities.  This gave the client insight into the impact this lack of consistency had on others and how they might start to address this

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Case Studies (see below)
Assessing Talent for Development
Using Psychometrics in Executive Coaching


Other Areas of Expertise