One-day assessment
This involves a single but full day. The psychologists get to know the person being assessed through simulations, tests and interviews. Each assessment is concluded with an intensive dialogue between the participant and the psychologists. The main objective of an assessment center is suitability for a particular role or the development of an existing one.
Development
In a development assessment the individual is central and the existing or future role provides the background. What matters is how a person can best develop further. Advice will be given on a person’s growth potential, development chances and opportunities. A specific form of development assessment focuses on the future career. Here the main question is which choice or change is the most obvious, in view of motivation, personality and competencies. The assessment day is almost always part of a process which has been started previously and is an important part of career coaching.
An example report is available as a PDF file. (Click here)
Suitability
The starting point for a suitability assessment is a specific role or function. The primary objective is to investigate whether the individual is likely to function successfully in that specific role. This type of assessment centre is usually part of a job application procedure.
A typical feature of the Seven Stones assessment is that we also always have an eye to the further development of the participant when investigating suitability, and specifically advise him/her on how to approach this.
Talent Assessment Identification Center
TIC is an effective part of talent development programmes in which persons within an organisation who have shown high potential are selected and specifically developed with a view to their eventual progress to senior roles within the organisation. The TIC is an intensive assessment in which unique talents are mapped out. For us, talent is a combination of personality, intelligence and motivation that, together with specific competences, can become a distinctive personal strength. The TIC provides high potential individuals with considerable sharpening and deepening of their development objectives (e.g. in personal development plans).
Psychological Testing
Here the testing method itself is central and an in-depth interview is conducted. In most cases this involves research into personality and/or intellectual ability. A choice as to the most appropriate instruments to use is made dependent upon the issues raised.
Management Audit
This process is aimed at analysing the competencies of senior managers individually or in a team, working towards the fulfilment of strategic organisational objectives. In contrast to the assessment center, the main focus is on structured interviews and conversations, supplemented with relevant case studies, simulations and tests. Emphasis can be placed on personal attributes such as values and norms, attitude and capabilities. Or more on corporate functions, such as having and showing leadership, professionalism and entrepreneurship.
In a management audit the results are compared with other managers inside and outside their own organisation. This creates a benchmark that provides insight into the effectiveness of the management team.
Team Assessment
Sometimes it is necessary to combine individual assessments to form a ‘group photo’, for example because the subject is a team or a group of trainees following a management programme. Here it can be useful to combine personality profiles or competence scores to gain an insight into opportunities and threats, strengths and weaknesses for the group or the team as a whole. It is also possible to assess an entire team by means of live observations and test samples. This, of course, is usually the start of a team development project.
PRISMA 360
Our fully automated tool to collect and analyse environmental feedback is ideally suited to complement add-ons. With this tool, valuable information from someone’s supervisor, colleagues, employees, customers, board, etc., can provide powerful information for targeted development. It is the solution for a quick and clear insight into people and organisations. This 360 is a valuable addition to the existing service package for organisational advisers and coaches.