“When a practitioner becomes a researcher into his own practice, he engages in a continuing process of self-education.” SCHÖN
Without assessments how can we know which areas to develop and to what extend?
Yet, assessments are all too often viewed with suspicion.
For many they are seen as a threat, a prelude to discipline or dismissal. The biggest influence on the success of any
development program is the attitude of the participant. It is fair to say that where assessment is concerned: Attitude is aptitude.
It is not what you know so much as your attitude toward learning that determines your skill level. We view assessment as the key to
the success of our Human Resource or Organisational Development interventions. We believe that one of the reasons for our success is
our access, through our international partners, to an extensive range of sophisticated assessment tools. Furthermore, with Extended DISC we
can tailor or create assessment tools to suit the competency and/or candidates being assessed.
We assess people in three areas:
How much does the candidate actually know about the areas to be assessed? These assessments are
generally in the form of a questionnaire and we will tailor them to suit the topic and the level of the candidate.2. Competency
Of course, knowledge is only a small part of the picture. The crucial factor is the ability to apply knowledge
appropriately and effectively. We will assess a candidate’s skills or competencies using a variety of tools.
Often we will give the candidate a written test that assesses his/her ability to apply the right techniques to
common management problems. We also use third person feedback (90, 180 or 360-degree) to gauge how
effectively the candidate applies his/her knowledge on the job. We may also choose to observe the candidate
at work or create role-plays to see first hand how he/she performs.
3. Natural Style An important area of assessment that is often overlooked is the natural style or behaviour of the person being
assessed. As individuals we are all unique and will respond to given stimuli differently. APM we use a variety
of proven assessment tools to measure many styles and behaviours according to the overall competency being assessed.
Assessments Aren’t Only for People
people. It’s important to remember that even highly knowledgeable and competent staff can’t perform in a
flawed organisation.Organisational assessments come in many forms from cultural alignment to readiness for change and
organisational effectiveness (value chain advantage), but they all play a crucial role in ensuring that staff enhancement programs