Comparison of Some of the Most Known Assessment in the Industry

Assessment in the Real World 

Training too often gets forgotten when people re-enter the workplace. No matter how well a program is facilitated, or how much fun people have during a program, training loses its impact if learners are not sure how to apply what they’ve learned. Savvy training buyers look for programs with assessments that emphasize practical application. Here are a few guiding principles:

1. Assessment Should be Reasonably Simple to Complete  

Time is everyone’s most valuable resource, and people simply don’t have enough of it to complete lengthy questionnaires.

2. Results should be easy to remember, with high face validity

Results that are presented using simple language are more memorable, but even more important is whether the results are accurate.

3. The assessment results should be applicable to people’s relationships

Some assessment’s underlying theories are based on individuals, not on relationships. Assessment results are most useful when they help you improve your relationships.

4. Training should be focused on workplace application

Most assessment-based training is delivered for teams or groups, based on the assumption that the awareness gained by each person will foster better communication and higher performance. But this is possible only if the training focuses on how to communicate about the results and how to apply them at work. Your people should have easy access to their results and be able to share them just as easily with colleagues.

 5. Make sure the training is suitable to your performance challenge

Organizations typically have multiple initiatives underway such as: increasing retention of top performers, helping managers become better leaders and coaches, reducing the cost of conflict, etc. The best assessment gives solutions to the problem.

“I went back to work with more confidence and focus—that surprised me. Learning how to access people’s motives and how I uniquely contribute my unique motivation was energizing. And I can better see and value what others bring to the table, instead of feeling misunderstood or frustrated because we have different motives. I now see how that’s a good thing and how it can work to our team’s advantage.” – Pamela Moss Senior Sales Consult, Equifax.

Comparing SDI 2.0 To Other Assessment

More than 2,500 tests are available right now. Some tests are diagnostic, while others are developmental. So it’s worth taking the time to evaluate what some of the most popular assessments measure, how their insights are applied, and what theory and evidence supports their use.
We compare some of the most known assessment in the industry (DISC, MBTI, HOGAN), check it out:
Assessment Comparison Core Strengths, MBTI, DISC

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