According to the Society for Human Resource Management, the assessment industry has been growing by 10 percent for the last several years. The rise in popularity of assessments can be attributed to several factors, not the least of which is summed up in Will Brooks’ recent Association for Talent Development blog post, “Let’s be honest: people love learning about themselves.” Self-awareness as well as a greater understanding of others has the potential to have a significant impact on performance and productivity.
There is another side to the rise in popularity of assessments, though. The plethora of assessment tools to choose from can be overwhelming: behavioral assessments, personality assessments, and cognitive ability assessments. Understanding what each assessment measures and what business need you are trying to address are key to selecting the right tool. That’s where CCWA can help!
CCWA offers an array of assessments including:
- Myers-Briggs Type Indicator (MBTI®)
- DiSC Assessment
- Thomas-Kilmann Conflict Mode Instrument
- Conflict Dynamics Profile
- Emotional Intelligence (EQ)
- Team Dimensions Profile (CARE Profile)
- Career Readiness Certificate (CRC)*
*Did you know that many organizations in the Greater Richmond area use the CRC as part of their hiring process? The CRC measures competencies in the areas of reading for information, applied mathematics, and locating information. Call us today if you’re interested in learning more about this assessment tool!
CCWA works closely with clients, listening to your goals, and asking the questions that uncover the real business needs. When we recommend an assessment tool, we also provide an instructor or coach who has an in-depth knowledge of that tool to assist you and your team with interpreting the results and understanding how to use them to improve team performance, develop leadership talent, or enhance individual performance.
In addition to helping our clients understand how to use workplace assessments, we also advise how not to use them. Assessments should not be used as stand-alone indicators of behavior or performance. Instead, they should be used in conjunction with other performance measurements, observations, and maybe even other assessments. As one of our instructors recently said to a class of senior leaders, “Making decisions based solely on an employee’s DiSC profile is like sitting in the cockpit of a 747 and only using the altimeter to fly it.”
If you’re trying to navigate the maze of workplace assessments, choose CCWA as your co-pilot. For more information, please contact: