The Performance Perspective International team of consultants often use diagnostics as a key mechanism for driving change in individuals, teams and organisations. Either as one-off activities or embedded in larger change processes, diagnostics generate data that has the capacity to change the way we think about ourselves and others. We’re accredited in a number of processes but some of our most-often used tools are described below.
Lumina Spark is a globally supported psychometric tool, which looks at the personality and behavioral choices of the individual in wide ranging situations. Refined over a decade of work, Lumina Spark avoids stereotyping and offers a highly interactive colorful framework for enhanced self-understanding and enhancing working relationships with others. In our VUCA world, Lumina Spark embraces the inherent diversity and dynamic qualities in wide ranging organizational settings by stimulating team collaboration and efficiencies and changing how we see ourselves. It has been a catalyst for igniting multiple benefits in wide-ranging environments around the globe.
The Athlete Assessments DISC profiles use proven techniques based on decades of behavioral research and are created and used specifically for sport. DISC profiles focus on behavior, which is how someone prefers to act and what they do, rather than personality traits, and can be created for athletes, coaches and managers.
They measure a person’s degree of Dominance, Influence, Steadiness and Conscientious behavior. There is no good or bad profile and debriefing is not about improving a profile. The primary purpose of DISC profiling is to develop self-awareness and provide a framework to understand, then build effective relationships with others.
The Strengths Profile is a ‘strengths assessment’ product developed by Cappfinity that helps individuals be their authentic best self by understanding what they can do and love to do. The online assessment measures how well you perform from 60 strengths, as well as how energized you are by using them and how often you use them.
Results reveal Realized Strengths (strengths you use often and enjoy), Unrealized Strengths (strengths you don’t use as often), Learned Behaviors (things you’ve learned to do but may not enjoy), and Weaknesses (things you find hard and don’t enjoy).
Four profiles are available that help people develop themselves and their future careers as well as others: Introductory, Expert, Team and Manager
The Leadership Circle (TLC) 360 Profile is a profound leadership instrument which assesses Creative Competencies and Reactive Tendencies. Creative competencies measure how we achieve results, bring out the best in others, lead with vision, enhance their own development, act with integrity and courage, and improve organisational systems. Reactive tendencies are those that dilute our ability to generate results through behaviors like self-protection in productive engagement, using aggression in building alignment, gaining the approval of others, defending ourselves, and getting results through high control tactics.
The Leadership Circle Framework exposes qualities that have often been “hidden” from view and enables us to see our balance between task and relationship-oriented behaviors and how our habits and routines may both support us and, occasionally “derail” us. The TLC 360 Profile is particularly helpful for senior leaders working on their collaborative and influencing skills.
The Diamond Power Index (DPI) helps individuals in all organizations optimize their leadership capacities by identifying critical opportunities in the way leaders use power. It provides insight into how others see the leader’s use of power in their role, as well as the leader’s own assessment of their personal sense of power and their developmental capacities. The primary purpose of the DPI is development, not assessment or performance evaluation, and results are presented in the Power Profile (PP).
The PP is a comprehensive summary of the leader’s strengths, challenges, and opportunities related to their use of power. It includes both the self-assessment and multi-rater evaluations, as well as customized suggestions for development based on the leader’s scores.
Years of research show that personality can be used to predict pattens of behavior. Lumina Select uses personality to predict “competency potential” – defined as the degree to which an individual is naturally inclined to demonstrate the behaviors associated with a specific competency. Development processes can be finetuned by Lumina Select by enabling learning programs to align to a candidate’s competency potential.
The tool also provides the capacity for organisations to set up individualised job profiles, interview guides and a management dashboard for recruitment processes enabling full recognition of talented candidates who might be overlooked in more traditional selection approaches.