In today's inter-connected world, assessment tools accelerate systemic awareness with clarity and precision, providing stimulating feedback for the organisation and the individual.

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Online assessments for organisation who want to discover, implement and innovate.

 

Assessments help to explore the whole truth and can bring significant clarity to the development of teams and hiring of key talent, and also in analysing organisational change and gridlocks.

Subjective opinions regarding an executive’s skills and performance tend to be bias and not truly representative of his or her place in an organisation. Objective assessment, rooted in research and decades of data, tells the true story of an executive’s – or a team’s - natural strengths and abilities, areas for development and can indicate future performance and fit for role.

Xenergie has selected an insightful range of tools that help broaden and deepen perspectives, carefully curated for a new era of socially aware, sustainable business leadership, where inspirational leadership, engaged people working together towards a greater good is of the essence.

Which tool is for you?

ValueCheck - understand the landscape of social memes and change readiness in your organisation and the value systems of your staff, based on Spiral Dynamic theory.

Awareness 20/20™ - measures how well a person listens and asserts, creates an environment of psychological safety, predictors of leadership success, and many different language influences. This assessment helps leaders explore their mindfulness and understand how they inspire engagement, work collaboratively and attain success.

Language of Influence™ –measures how well a person listens and asserts, creates an environment of psychological safety, predictors of leadership success, and many different language influences.

Belbin Team Roles – Belbin Team Roles is the language of teams, enabling individuals to be able to project and talk about their behavioural strengths in a productive, safe and non-confrontational way.

Discovery - a comprehensive and holistic approach to analysing leadership and systemic organisational challenges through narrative interviews to build a picture of the organisation, its purpose and developmental needs, as interpreted from a range of boundaries and viewpoints.

 

Belbin Team Role Assessment 

A Belbin Team Role Profile is a behavioural assessment tool that promotes self-awareness, strengths-based working and effective communication with colleagues and managers alike. 

Belbin Team Roles provide the language of teams, enabling people to project and talk about their behavioural strengths and ‘allowable weaknesses’ in a safe, non-confrontational and productive way.  They help to compose successful teams, fine-tune existing teams for high-performance, and ensure that each team member's behavioural contributions are harnessed to best effect. 

A Belbin individual report, analyses an individual’s contributions according to the principles of the nine Belbin Team Roles, offering advice and guidance on how an individual might work best, communicate their preferences to others and cultivate their talents and strengths. undefined-2

In a nutshell, Belbin Team Role Profiles will give you; 

  • Self-aware individuals who can adapt their behaviours according to the situation and business need 
  • Balanced teams based on behavioural contributions rather than job titles 
  • The right people doing the right tasks, leading to better-performing teams 
  • Depersonalised team conversations, using a common language to discuss team contributions 
  • Informed, impartial decision-making, based on fact rather than a 'gut-feel' which may be subject to unconscious bias 
  • Confidence when making decisions involving people 
  • Insight into behavioural strengths and weaknesses which aren't necessarily revealed by a CV 

The language to help facilitate coaching conversations 


 

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Spiral Dynamics

Assessments based on Spiral Dynamics allow to understand the dynamics that occur between people, in teams and within organisations as a response to the changing life conditions. These are based on the Graves research from 1950s that studied the motives and drives of individuals. Introducing Spiral Dynamics perspective to an organisation creates a common language of understanding individuals and the whole as well as related processes and structures. This perspective leads to a very systemic view of an organisational change with the understanding of seven main values systems (vMems) currently presented in business world.

Spiral Dynamics profiles allow matching the individual and organisational values, discover current mismatches and create a clear roadmap for an organisational shift to a desired state. Through debriefing on the reports, key stakeholders develop a deep understanding of underlying process that need to be considered in order to make a change happen.undefined-3

  • Individual Values Reports cover personal acceptances and rejections that can influence behaviours as well as give a perspective for different situations whether being under pressure or aspiration. Understanding individual’s Spiral Dynamics profile, it is easier to assign right people for right work and predict their success.
  • Individual Change Reports reflect the dynamics of change and works towards creating awareness of individual challenges and the path going through the changes either within the organisation or in personal life.
  • Culture Report shows the interrelation of personal values of employees, cultural norms and the structures implemented with the organisational. It also helps to distinguish between the current and the desired state which is cruicial at the point of planning the change. Interventions and transition processes in organisations can only be successful when the culture and structure of the organisation is aligned with the deeper drives of employees.

 

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