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Assessment

Better people decisions, built on evidence

insyt2 assessments help organisations understand capability, leadership, work style, potential and team effectiveness through practical, decision-ready insight.

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Assessment Portfolio

Choose the evidence that fits the decision

Use a focused assessment for one question, or combine assessments to create a broader view of capability and potential. HR Delivery can help select the right approach, administer it and translate the results into practical action.

Strategy & Culture

Explore strategic alignment, culture, values and the organisational conditions that shape performance.

Capability & Career

Identify strengths, development priorities, career direction, learning preferences and readiness for broader responsibility.

Management & Leadership

Understand leadership approach, judgement, execution, emotional effectiveness and the behaviours needed at the next level.

Teams & Collaboration

Reveal team contribution, work styles, relationship patterns and practical opportunities to improve collective performance.

Cognitive Ability

Assess numerical, abstract, critical and systems reasoning, attention to detail, learning speed and complex problem solving.

Assessment Combinations

Combine complementary measures into one integrated view for selection, development, succession and talent decisions.

Individual assessments

Every assessment available through insyt2

Explore each assessment by evidence family and open its complete on-screen factsheet.

01

Strategy & culture

2 assessments
02

Capability & career

10 assessments
03

Team

3 assessments
04

Management

3 assessments
05

Leadership

6 assessments
06

Cognitive Ability Tests

6 assessments
07

Simulations

3 assessments

Strategy & culture · CMA

Cultural Match Assessment

Explore how naturally a person’s workplace choices align with the distinctive culture and contribution expected at the organisation.

Typical completion time
Approximately 15–20 minutes
Professional use
Recruitment dialogue, onboarding, culture conversations and personal reflection when interpreted alongside other evidence.

What it is

The evidence behind it

Structured situational preference assessment: repeated choices across realistic situations reveal consistent value and behaviour themes more reliably than a single direct question.

Assessment experience

What participants complete

50 short workplace situations, each with two credible A/B responses. Choose the response closest to how you would usually think or act.

What you will discover

The insight provided

  • Cultural themes that feel most natural
  • Areas where conscious adaptation may help
  • How heritage, service, collaboration and delivery appear in choices

How to prepare

Before starting

Answer honestly from your usual behaviour, use first instinct and avoid choosing what you think an ideal candidate should say.

What the results look like

Professional output

A structured cultural-alignment profile with theme scores, interpretation and a premium individual report for authorised review.

What it is not

Responsible boundaries

It is not a personality diagnosis, a test of cultural background or a stand-alone recruitment decision. Neither option is designed to be obviously ‘bad’.

Value for the individual

Understand the the organisation environment more clearly and identify how to contribute authentically without losing your own perspective.

Value for the organisation

Supports fairer, evidence-led culture conversations and protects the standards needed for heritage, service and collaboration.

Development next step

Turn one lower theme into an observable practice to test during onboarding or a 30-day development conversation.

Strategy & culture · PSN

Personal Strengths Navigator

Identify the personal strengths a colleague can use deliberately to contribute to the organisation’s strategy, culture and future ambition.

Typical completion time
Approximately 35–50 minutes
Professional use
Personal development, role contribution, career conversations, team complementarity and strategy-aligned goal setting.

What it is

The evidence behind it

Ipsative strengths assessment: forced choices between positive tendencies show relative preference and energy, helping distinguish signature strengths from capabilities that are simply available.

Assessment experience

What participants complete

170 carefully balanced forced-choice pairs. Select the statement that is more naturally like you in each pair.

What you will discover

The insight provided

  • Your core five strengths
  • The wider pattern and dominant contribution domain
  • How strengths can be underused, overused or combined

How to prepare

Before starting

Choose uninterrupted time, respond from your natural contribution rather than your job description and decide between the two positives without over-analysing.

What the results look like

Professional output

A controlled 22-page report covering the core five, supporting strengths, contribution patterns, risks and purposeful development actions.

What it is not

Responsible boundaries

It is not an ability test, competency rating, personality diagnosis or claim that a person can only contribute through five strengths.

Value for the individual

Gain language for what you do at your best and use that energy more intentionally in meaningful work.

Value for the organisation

Helps the organisation deploy diverse contribution, build complementary teams and connect individual energy with strategic needs.

Development next step

Choose one strength to apply to a live strategic challenge and one complementary strength to practise over the next 30–90 days.

Capability & career · FCA

Full Career Assessment

Bring entry criteria, behavioural capability and career-family technical capability together in one integrated review of readiness for a current or next career stage.

Typical completion time
Allow up to 60 minutes
Professional use
Career planning, current- or next-level readiness review, manager development conversations, targeted learning selection and integrated individual development planning.

What it is

The evidence behind it

Integrated criterion-referenced situational assessment: entry requirements, nine level-matched behavioural competencies and five career-family technical skills are interpreted against the organisation’s defined maturity standards rather than an unrelated general population.

Assessment experience

What participants complete

Select the professional career family, closest role level and current- or next-level goal; confirm three entry criteria; then complete a randomized mix of behavioural and technical situational judgement questions within one timed assessment.

What you will discover

The insight provided

  • Whether the combined evidence supports readiness at the selected career stage
  • Behavioural strengths and priorities across Direction, Development and Delivery
  • Technical strengths, priority-skill gaps and the evidence needed for growth

How to prepare

Before starting

Choose the correct career family and closest role level, decide whether the review is for the current or next level, allow uninterrupted time and answer from your own judgement without external assistance.

What the results look like

Professional output

A premium combined report covering entry criteria, the full 3D9C behavioural profile, all five technical skills, integrated readiness interpretation, matched learning resources and a 30/60/90-day development plan.

What it is not

Responsible boundaries

It is not a guarantee of promotion, a complete performance appraisal or a substitute for qualifications, observed work evidence, manager judgement and formal workforce decisions.

Value for the individual

See the complete career-readiness picture in one place and focus development on the few behavioural and technical actions most likely to strengthen contribution and progression.

Value for the organisation

Creates a consistent, evidence-led view of readiness and capability priorities across the organisation’s professional career families while supporting focused development rather than generic training.

Development next step

Use the integrated report with a manager or subject-matter expert to select one behavioural priority, one technical priority, one live assignment and evidence checkpoints at 30, 60 and 90 days.

Capability & career · BCA

Behavioural Competency Assessment

Review behavioural readiness against the level-matched standards in the organisation’s Direction, Development and Delivery model.

Typical completion time
Allow up to 60 minutes
Professional use
Career development, recruitment evidence, readiness conversations, individual planning and targeted behavioural learning.

What it is

The evidence behind it

Situational judgement assessment: realistic scenarios sample applied judgement against defined behavioural indicators rather than relying only on self-description.

Assessment experience

What participants complete

Level-matched workplace scenarios covering all nine behavioural competencies. Select the most effective response for the situation presented.

What you will discover

The insight provided

  • Behavioural strengths across the three domains
  • Competencies requiring focused practice
  • Readiness evidence at the selected maturity level

How to prepare

Before starting

Confirm the appropriate professional or paraprofessional level, read every scenario carefully and choose the response that best protects both results and the organisation standards.

What the results look like

Professional output

A nine-competency profile with domain interpretation, strengths, development areas and a focused behavioural development plan.

What it is not

Responsible boundaries

It is not a complete performance appraisal, a guarantee of future behaviour or a substitute for observed evidence and manager conversation.

Value for the individual

Understand the behaviours expected at your level and focus effort on the few practices most likely to improve impact.

Value for the organisation

Builds consistent leadership and behavioural capability around the standards the organisation needs to deliver its strategy.

Development next step

Use the report to select one behaviour, one live work situation and clear evidence to review with a manager after 30, 60 and 90 days.

Capability & career · TCA

Technical Competency Assessment

Review technical readiness against the five core and priority competencies defined for a selected the organisation career family and level.

Typical completion time
Allow up to 60 minutes
Professional use
Career planning, recruitment evidence, technical development, readiness review and targeted learning selection.

What it is

The evidence behind it

Criterion-referenced situational assessment: responses are compared with career-family technical standards and maturity indicators rather than with an unrelated general population.

Assessment experience

What participants complete

30 level- and career-family-matched technical questions or scenarios across five competencies, including the two priority skills.

What you will discover

The insight provided

  • Technical strengths at the target level
  • Priority-skill and core-skill gaps
  • The development evidence needed for greater readiness

How to prepare

Before starting

Select the correct career family and role level, review the relevant technical standards and complete the assessment without external assistance.

What the results look like

Professional output

A five-competency technical profile with priority-skill interpretation and a development plan linked to relevant learning resources.

What it is not

Responsible boundaries

It is not proof of every technical task, a professional licence or a substitute for work samples, qualifications and observed performance.

Value for the individual

See exactly where technical development will have the greatest effect on current performance and future career movement.

Value for the organisation

Provides comparable evidence of capability needs across 29 professional and four paraprofessional career families.

Development next step

Translate gaps into work experience, exposure, coaching, courses and Watch–Listen–Read resources relevant to the selected career family.

Capability & career · LPQ

Learning Preference Questionnaire

Understand the learning conditions and approaches that help a person turn development activity into confident workplace application.

Typical completion time
Approximately 20–30 minutes
Professional use
IDP design, course selection, coaching, manager support, onboarding and improving transfer from learning into work.

What it is

The evidence behind it

Experiential learning preference: people may favour action, reflection, conceptual understanding or practical application, while effective development benefits from using the full learning cycle.

Assessment experience

What participants complete

32 realistic the organisation learning situations. Rank four positive responses from most to least like you, using every rank once in each set.

What you will discover

The insight provided

  • Your leading learning preference
  • Your blend across four approaches
  • How to stretch into less-used parts of the learning cycle

How to prepare

Before starting

Think about how you genuinely learn at work, rank all four responses and avoid giving the same rank twice in one situation.

What the results look like

Professional output

A detailed 26-page preference report with blend interpretation, risks, stretch guidance and practical development actions.

What it is not

Responsible boundaries

It is not a measure of intelligence or learning ability and does not mean a person can learn only in one prescribed way.

Value for the individual

Plan learning that is engaging enough to start and varied enough to create lasting application.

Value for the organisation

Improves learning transfer, helps managers support different learners and reduces one-size-fits-all development.

Development next step

Build an IDP that includes one preferred activity and one deliberate stretch activity, with workplace evidence and review.

Capability & career · CCA

Career Compass Assessment

Help colleagues explore the kinds of work, environments and career families that may provide energy, meaning and a promising direction for further investigation.

Typical completion time
Approximately 20–25 minutes
Professional use
Career conversations, internal mobility exploration, development planning and structured reflection before choosing a pathway.

What it is

The evidence behind it

Career-interest and person–environment fit: patterns across activities, interests, choices, preferred conditions and motives can be compared with career-family signatures to generate hypotheses for exploration.

Assessment experience

What participants complete

120 items across five evidence layers, completed through quick ratings and choices, then compared with all 29 professional career-family signatures.

What you will discover

The insight provided

  • Leading and adjacent career-family matches
  • The work themes and motives driving the pattern
  • Questions to test through real career exploration

How to prepare

Before starting

Answer from your own interests rather than status or current job expectations; use first instinct and treat the result as a starting point for evidence gathering.

What the results look like

Professional output

A 37-page individual report with ranked matches, interpretive context, adjacent options and a practical 90-day exploration plan.

What it is not

Responsible boundaries

It is not a selection test, vacancy recommendation, competence measure, promotion decision or instruction to leave a current career family.

Value for the individual

Turn vague career curiosity into a focused set of possibilities and sensible experiments.

Value for the organisation

Supports internal mobility, retention and better-informed development while making 29 pathways easier to understand.

Development next step

Use the top matches to arrange conversations, shadowing and a small work experiment before making a career decision.

Capability & career · WSI

Work Styles Indicator

Build a practical language for how a person prefers to gather information, decide, organise work and engage with people.

Typical completion time
Approximately 25–35 minutes
Professional use
Self-awareness, career reflection, communication, conflict, decision-making, stress management and personal-impact development.

What it is

The evidence behind it

Workplace preference assessment: repeated self-report statements and paired choices estimate relative preferences across four dimensions and combine them into one of sixteen workstyle patterns.

Assessment experience

What participants complete

80 workplace statements plus 20 paired preference choices, completed against the approved the organisation scoring model.

What you will discover

The insight provided

  • Your four preference dimensions and 16-profile pattern
  • Likely communication and decision tendencies
  • How preference may shift under pressure or different role demands

How to prepare

Before starting

Answer as you generally are at work—not how a role requires you to appear—and avoid trying to create a preferred profile.

What the results look like

Professional output

One of 16 profiles, with a choice of six premium application reports: Career, Stress Management, Decision Making, Conflict, Communication and Personal Impact.

What it is not

Responsible boundaries

It is not a clinical personality diagnosis, a measure of ability or maturity, or a reason to stereotype people or restrict career opportunity.

Value for the individual

Recognise your natural approach, explain it clearly and widen your options where the context requires something different.

Value for the organisation

Improves communication, inclusion, decision quality and the productive use of difference across the organisation.

Development next step

Choose the application report most relevant now and practise one opposite or balancing behaviour in a live work situation.

Capability & career · CRA

Conflict Response Assessment

Help people understand the conflict responses they reach for most readily and build greater choice in difficult conversations.

Typical completion time
Approximately 10–15 minutes
Professional use
Relationship development, manager coaching, team working, negotiation preparation and conflict debriefs.

What it is

The evidence behind it

Dual-concern conflict theory: responses vary in the attention given to one’s own outcome and to the other party or relationship, producing five useful modes suited to different conditions.

Assessment experience

What participants complete

30 balanced forced-choice pairs. Choose the statement that is more characteristic of your usual workplace response.

What you will discover

The insight provided

  • Your leading and supporting conflict modes
  • Responses that may be underused or overused
  • Situations where a different mode may be more effective

How to prepare

Before starting

Answer from usual behaviour, choose between the two credible statements and avoid selecting the response that sounds most diplomatic.

What the results look like

Professional output

A detailed personal report showing the five-mode profile, interpretation, contextual choices and practical development guidance.

What it is not

Responsible boundaries

It is not a judgement of character, a diagnosis or proof that one response is always best. Every mode can be constructive or unhelpful depending on context.

Value for the individual

Approach disagreement with more confidence, protect important relationships and still address the real issue.

Value for the organisation

Supports candid dialogue, quicker resolution and stronger collaboration across functions and partners.

Development next step

Identify one upcoming conversation, diagnose what the situation needs and deliberately practise a less-used response mode.

Team · TWI

Team Workstyles Indicator

Show how different workstyle preferences combine across a team and where those differences can strengthen or complicate delivery.

Typical completion time
Approximately 25–35 minutes per participant
Professional use
Team launch, reset, integration, leadership facilitation and deliberate design of team routines.

What it is

The evidence behind it

Team composition and preference diversity: aggregate patterns reveal the team’s natural operating centre, minority perspectives and potential blind spots without ranking one style above another.

Assessment experience

What participants complete

Team-code assessment with 80 workplace statements and 20 paired choices per participant. A team report becomes available after at least four completions.

What you will discover

The insight provided

  • The team’s combined preference pattern
  • Diversity, imbalance and missing perspectives
  • Implications for communication, decisions, change and delivery

How to prepare

Before starting

Use the correct eight-digit team code, answer independently and wait for at least four colleagues before producing the team interpretation.

What the results look like

Professional output

A premium aggregate team report that protects participant confidentiality and translates the pattern into team priorities and experiments.

What it is not

Responsible boundaries

It is not a ranking of members, a team performance score or permission to label individuals. The result describes preference, not competence.

Value for the individual

Understand why colleagues may approach the same work differently and adapt without assuming poor intent.

Value for the organisation

Helps the organisation teams use diversity deliberately and reduce friction in cross-functional strategy delivery.

Development next step

Agree one team routine that protects a minority perspective and review its effect after a 30–90 day work experiment.

Team · TCP

Team Contribution Profile

Identify the different contributions people naturally make to a team and help the whole team achieve a more balanced delivery pattern.

Typical completion time
Approximately 20–30 minutes per participant
Professional use
Team formation, project mobilisation, role clarity, collaboration, development and team-performance reviews.

What it is

The evidence behind it

Team-role contribution theory: effective teams need complementary contributions across ideas, connection, analysis, coordination, delivery, quality, expertise and support—not identical people.

Assessment experience

What participants complete

90 workplace statements rated by each participant through a secure team code. Team reporting starts after four completed profiles.

What you will discover

The insight provided

  • Your leading and secondary contribution roles
  • Strengths, risks and complementary partners
  • The team’s overall contribution coverage and gaps

How to prepare

Before starting

Answer from how you normally contribute, not the contribution your title demands; use the same team code and complete independently.

What the results look like

Professional output

An immediate premium individual impact report and, after four completions, a detailed aggregate team contribution report.

What it is not

Responsible boundaries

It is not a job description, hierarchy, ability test or instruction that a person should make only one kind of contribution.

Value for the individual

Describe the value you bring, notice overuse risks and ask for complementary contribution earlier.

Value for the organisation

Supports balanced teams, clearer contribution and stronger execution across complex the organisation priorities.

Development next step

Use the individual report immediately; once the team report is available, agree roles, hand-offs and one 90-day team experiment.

Team · TPW

Team Performance WatchPoints

Surface the team conditions that may limit trust, productive challenge, shared commitment, mutual accountability or collective results.

Typical completion time
Approximately 20–25 minutes per participant
Professional use
Team health checks, resets, leadership facilitation, project recovery and 90-day improvement planning.

What it is

The evidence behind it

Team climate and group-dynamics assessment: patterns across member perceptions indicate where team conditions support performance and where a watchpoint requires dialogue and action.

Assessment experience

What participants complete

30 controlled blocks completed through a team code. Each member receives an individual perspective; aggregate reporting starts after four completions.

What you will discover

The insight provided

  • Your perspective across five performance levels
  • The team’s strongest condition and priority watchpoint
  • Differences in perception that need a safe conversation

How to prepare

Before starting

Answer independently and honestly, use the correct team code and expect the aggregate report to use participant numbers rather than names.

What the results look like

Professional output

An immediate private individual perspective report and, after four completions, an anonymous premium team report and 90-day reset plan.

What it is not

Responsible boundaries

It is not an employee ranking, grievance investigation or proof that one member caused a team issue. Team reports anonymise participants.

Value for the individual

Name concerns constructively and understand where your own behaviour can strengthen team conditions.

Value for the organisation

Makes hidden barriers discussable before they undermine collaboration, wellbeing or strategy execution.

Development next step

Use the strongest watchpoint as a platform and agree one observable team practice for the priority risk, with evidence and review dates.

Leadership · LPP

Leadership Preference Profile

Reveal where a leader’s attention and energy are naturally drawn across the the organisation leadership contribution landscape.

Typical completion time
Approximately 20–25 minutes
Professional use
Leadership development, coaching, role transition, team dialogue and preparation for a broader leadership report.

What it is

The evidence behind it

Ipsative leadership preference: repeated choices between positive leadership contributions show relative emphasis and preferred orientation rather than absolute capability.

Assessment experience

What participants complete

72 forced-choice items, displayed eight at a time. Choose the contribution in each pair that is more naturally like you.

What you will discover

The insight provided

  • Your dominant and supporting leadership preferences
  • Potential blind spots and overused emphasis
  • How preference aligns with current leadership demands

How to prepare

Before starting

Answer from natural preference, choose between the two positive contributions and avoid trying to balance the profile artificially.

What the results look like

Professional output

A scored leadership preference profile and premium development report with interpretation, implications and practical actions.

What it is not

Responsible boundaries

It is not a leadership competency score, performance rating, maturity decision or pass/fail assessment.

Value for the individual

Understand your leadership instinct and consciously broaden attention when the situation needs a different contribution.

Value for the organisation

Encourages balanced leadership across strategy, people, stakeholders and delivery rather than one habitual emphasis.

Development next step

Choose one under-emphasised leadership contribution and practise it in a live priority, supported by feedback and review.

Leadership · LSJ

Leadership Situational Judgement

Assess how leaders judge realistic the organisation situations and balance the competing demands of strategy, people, heritage and delivery.

Typical completion time
50 minutes
Professional use
Leadership development, assessment, coaching, succession evidence and combined leadership reporting.

What it is

The evidence behind it

Situational judgement testing: response effectiveness in realistic scenarios provides structured evidence of applied judgement across defined competency domains.

Assessment experience

What participants complete

36 timed leadership scenarios. Identify the MOST and LEAST effective response in each situation.

What you will discover

The insight provided

  • Judgement across all nine leadership competencies
  • Strengths within Direction, Development and Delivery
  • Situations where decision quality can improve

How to prepare

Before starting

Set aside uninterrupted time, read the full context, distinguish attractive from effective responses and keep the organisation’s long-term standards in view.

What the results look like

Professional output

A nine-competency judgement profile and premium development report with domain patterns, strengths and targeted improvement actions.

What it is not

Responsible boundaries

It is not proof of day-to-day behaviour or a stand-alone promotion decision; results need to be combined with evidence and a debrief.

Value for the individual

Recognise how you reason through demanding leadership situations and practise more balanced responses.

Value for the organisation

Builds consistent leadership judgement around the situations most relevant to the organisation’s strategy and operating environment.

Development next step

Select two lower-scoring scenario themes, rehearse alternative responses and gather evidence from a comparable live situation.

Leadership · LEAD360

Leadership 360 Feedback

Compare a leader’s self-view with the experience of managers, peers, direct reports and other colleagues against observable the organisation behaviours.

Typical completion time
Approximately 15 minutes per rater
Professional use
Leadership development, coaching, succession preparation, team effectiveness and combined leadership reporting.

What it is

The evidence behind it

Multi-source feedback: combining perspectives reduces dependence on one viewpoint and reveals alignment, blind spots and differences in leadership impact.

Assessment experience

What participants complete

36 observable behaviours rated through a secure feedback code. Self and line-manager views are distinct; peer and direct-report groups require privacy thresholds.

What you will discover

The insight provided

  • Consistent leadership strengths
  • Self–other and rater-group gaps
  • Behaviours that most need reinforcement or development

How to prepare

Before starting

Rate observed behaviour rather than intention, use the full scale, protect confidentiality and provide feedback for the named leader and cycle.

What the results look like

Professional output

A privacy-protected multi-rater report showing self, line-manager, peer and direct-report patterns plus a focused development plan.

What it is not

Responsible boundaries

It is not an anonymous complaint channel, personality test or stand-alone performance or promotion decision.

Value for the individual

See how leadership is experienced, validate strengths and act on blind spots with greater confidence.

Value for the organisation

Strengthens feedback culture and creates evidence for targeted leadership capability building.

Development next step

Choose one recognised strength and two impact gaps, agree observable practices and request follow-up evidence after 90 days.

Leadership · CLA

Contextual Leadership Assessment

Help leaders diagnose task-specific readiness and adapt the balance of direction and support to the needs of the person and situation.

Typical completion time
Approximately 15–20 minutes
Professional use
People leadership, delegation, capability building, performance conversations and leadership coaching.

What it is

The evidence behind it

Contingency leadership: no single leadership response fits every task. Effective leaders adjust directing and supporting behaviour as capability and commitment change.

Assessment experience

What participants complete

24 the organisation scenarios, each describing a task-specific readiness pattern and four credible leadership responses.

What you will discover

The insight provided

  • Accuracy in diagnosing readiness
  • Preferred leadership responses and adaptability
  • Where direction or support may be over- or under-used

How to prepare

Before starting

Focus on the readiness evidence for the specific task—not the person’s general reputation—and choose the proportionate response.

What the results look like

Professional output

A live score profile and approved 27-page contextual leadership report covering diagnosis, adaptability and development.

What it is not

Responsible boundaries

It is not a fixed leadership-style label, employee capability rating or substitute for understanding the specific task and evidence.

Value for the individual

Delegate and coach with greater precision, reducing both over-management and premature autonomy.

Value for the organisation

Accelerates capability growth while protecting performance, accountability and employee confidence.

Development next step

Select two current team members and practise explicit task-readiness diagnosis before agreeing the next leadership response.

Leadership · SSA

Shadow Self Assessment

Help leaders notice how valuable strengths may become less helpful when pressure rises, intensity increases or context changes.

Typical completion time
Approximately 20–25 minutes
Professional use
Leadership coaching, transition, resilience, succession development and preparation for high-pressure responsibility.

What it is

The evidence behind it

Strength-overuse and derailment-risk theory: positive tendencies can create unintended impact when overused, poorly timed or disconnected from situational needs.

Assessment experience

What participants complete

55 balanced triads across eleven the organisation shadow-risk scales. Choose one MOST and a different LEAST like you under pressure.

What you will discover

The insight provided

  • Leading and supporting pressure risks
  • The strength beneath each shadow pattern
  • Triggers, impact and balancing responses

How to prepare

Before starting

Answer honestly about pressure behaviour, not your calm-day ideal, and approach the result with curiosity rather than defensiveness.

What the results look like

Professional output

A live eleven-scale profile and complete 73-page development report with risks, strengths, triggers and practical safeguards.

What it is not

Responsible boundaries

It is not a clinical diagnosis, a search for flaws or proof that a risk will appear in every situation.

Value for the individual

Keep the value of your strengths while gaining more choice when pressure would otherwise narrow your response.

Value for the organisation

Reduces avoidable leadership risk and supports more resilient, self-aware decision-making in critical roles.

Development next step

Identify one trigger, one early warning sign and one balancing behaviour; invite a trusted colleague to notice the evidence.

Leadership · EQA

Emotional Intelligence Assessment

Explore the emotional capabilities that support self-management, relationships, leadership impact, resilience and sound judgement.

Typical completion time
Approximately 20–30 minutes
Professional use
Leadership development, coaching, wellbeing reflection, relationship effectiveness and role-transition planning.

What it is

The evidence behind it

Ability-informed competency modelling: emotional effectiveness is represented through connected capabilities involving self-awareness, expression, interpersonal skill, decision-making and stress management.

Assessment experience

What participants complete

110 balanced workplace choices across fifteen emotional capabilities, presented in a structured professional questionnaire.

What you will discover

The insight provided

  • Your fifteen-capability pattern
  • Wellbeing and leadership-impact themes
  • Strengths, development priorities and balancing strategies

How to prepare

Before starting

Answer from typical workplace behaviour, avoid an idealised leadership image and complete the assessment when you can reflect calmly.

What the results look like

Professional output

An on-screen profile plus premium Individual and Leadership Impact reports with practical development guidance.

What it is not

Responsible boundaries

It is not a clinical mental-health assessment, measure of worth or stand-alone selection, performance or promotion decision.

Value for the individual

Recognise emotional strengths and build more deliberate responses in relationships, decisions and pressure.

Value for the organisation

Supports healthier leadership, stronger collaboration, better stakeholder experience and more resilient execution.

Development next step

Choose one emotional capability, one recurring trigger and one observable practice to test and review over 30–90 days.

Capability & career · PPP

Personality Pattern Profile

Provide a rich developmental picture of the motives, patterns and pressure responses that may shape workplace contribution.

Typical completion time
Approximately 30–40 minutes
Professional use
Self-awareness, coaching, leadership, relationships, career reflection and personal development planning.

What it is

The evidence behind it

Pattern-based personality development: nine recurring motivational patterns are interpreted through drivers, pressure responses and growth directions rather than as rigid types.

Assessment experience

What participants complete

81 balanced choices across Pattern Drivers, Pressure Response, and Growth & Development.

What you will discover

The insight provided

  • Your leading pattern and broader nine-pattern profile
  • Motivators, pressure tendencies and potential blind spots
  • Growth practices and complementary perspectives

How to prepare

Before starting

Respond from recurring workplace patterns, not the person you wish to be, and avoid choosing answers to force a familiar label.

What the results look like

Professional output

A live nine-pattern profile and complete 31-page premium results and development report.

What it is not

Responsible boundaries

It is not a clinical diagnosis, ability test or claim that a person is only one pattern. It should not be used alone for employment decisions.

Value for the individual

Understand what drives you, predict pressure reactions and choose more constructive growth responses.

Value for the organisation

Builds self-aware contribution, empathy and adaptability across diverse colleagues and teams.

Development next step

Use the growth direction to design one behaviour experiment and gather evidence from a trusted manager or colleague.

Capability & career · RMA

The Relate Map Assessment

Map how a person tends to seek and offer inclusion, influence and openness in working relationships.

Typical completion time
Approximately 20–25 minutes
Professional use
Relationship development, team working, coaching, stakeholder management, leadership and conflict prevention.

What it is

The evidence behind it

Interpersonal-needs theory: workplace relationships are shaped by expressed and wanted patterns across inclusion, control and affection/openness.

Assessment experience

What participants complete

54 balanced relationship choices, with two clearly separated response questions for each relational situation.

What you will discover

The insight provided

  • Six expressed and wanted relationship scales
  • Reciprocity, mismatch and tension patterns
  • Practical implications for trust, influence and boundaries

How to prepare

Before starting

Answer from usual workplace relationships, treat each side of the question separately and avoid guessing what another person wants.

What the results look like

Professional output

A live six-scale profile and complete 90-page premium relationship development report.

What it is not

Responsible boundaries

It is not a clinical assessment, popularity score, ability test or stand-alone employment decision.

Value for the individual

Understand what you signal to others, what you seek from them and where unspoken differences may create friction.

Value for the organisation

Strengthens collaboration, inclusion, psychological safety and stakeholder relationships across the organisation.

Development next step

Select one expressed–wanted gap and hold a clear conversation about expectations, boundaries and the next observable behaviour.

Capability & career · PIP

Personal Insights Profile

Build an accessible picture of personal energy, communication, decision preferences and interaction with others.

Typical completion time
Approximately 30–35 minutes
Professional use
Self-awareness, communication, teamwork, leadership, career reflection and development planning.

What it is

The evidence behind it

Four-force preference modelling: multiple response formats identify the relative energy given to four workplace style forces while recognising that every person can use all four.

Assessment experience

What participants complete

56 mixed-format items: trade-offs, workplace situations and fixed-sum allocations across four Style Forces.

What you will discover

The insight provided

  • Your leading and supporting Style Forces
  • Communication, decision and relationship implications
  • Flexing needs, pressure patterns and 90-day priorities

How to prepare

Before starting

Answer from typical work behaviour, make genuine trade-offs and allocate exactly the required points where asked.

What the results look like

Professional output

A live four-force profile and complete 48-page premium report covering impact, leadership and a 90-day plan.

What it is not

Responsible boundaries

It is not a fixed personality label, competence measure, clinical assessment or justification for treating people as a colour or type.

Value for the individual

Gain memorable language for your style while learning how to flex it for different people and situations.

Value for the organisation

Improves communication, inclusion and the deliberate use of diverse contribution.

Development next step

Choose one audience who needs a different approach and practise a deliberate shift in pace, detail, challenge or connection.

Management · MMAC

Managerial Assumptions, Arguments and Conclusions Assessment

Assess disciplined managerial thinking when information is incomplete, arguments compete and a conclusion must be justified.

Typical completion time
Approximately 45 minutes
Professional use
Manager development, recruitment evidence, succession, decision-quality improvement and targeted analytical practice.

What it is

The evidence behind it

Critical-thinking assessment: objective scenarios test the ability to identify unstated assumptions, evaluate argument strength and decide what logically follows from evidence.

Assessment experience

What participants complete

54 objective the organisation management scenarios: 18 Assumptions, 18 Arguments and 18 Conclusions in a controlled randomised sequence.

What you will discover

The insight provided

  • Accuracy across three critical-thinking phases
  • Reasoning strengths and recurring error patterns
  • How judgement changes under different evidence demands

How to prepare

Before starting

Use only the stated evidence, distinguish plausibility from logic, work steadily and avoid adding assumptions from personal experience.

What the results look like

Professional output

An exact three-phase critical-thinking profile and complete 19-page premium results and development report.

What it is not

Responsible boundaries

It is not a personality questionnaire, opinion survey or measure of specialist knowledge. One best answer follows from the information provided.

Value for the individual

Make reasoning more visible, test assumptions before action and explain conclusions with greater confidence.

Value for the organisation

Improves decision quality, governance, risk awareness and the disciplined use of evidence.

Development next step

Use the lowest phase to practise a repeatable reasoning check before a live management decision over the next 30 days.

Management · MSJ

Managerial Situational Judgement Test

Explore the quality of managerial judgement across people, delivery, stakeholder and operational situations at the organisation.

Typical completion time
Approximately 60 minutes
Professional use
Manager development, recruitment evidence, succession planning, readiness conversations and coaching.

What it is

The evidence behind it

Situational judgement testing: realistic scenarios assess how effectively a person applies defined management and behavioural standards when several responses appear plausible.

Assessment experience

What participants complete

45 realistic scenarios covering all nine competencies across Direction, Development and Delivery.

What you will discover

The insight provided

  • Judgement across nine managerial competencies
  • Domain strengths and maturity bridges
  • Scenario themes requiring more deliberate response

How to prepare

Before starting

Read every scenario fully, consider longer-term consequences and choose the response that best balances people, standards and delivery.

What the results look like

Professional output

A scored nine-competency profile and complete 57-page premium report with maturity bridges and 90-day pathways.

What it is not

Responsible boundaries

It is not proof of workplace behaviour, a knowledge recall test or a stand-alone promotion or appointment decision.

Value for the individual

See where managerial judgement is strong and practise more effective choices before a similar situation arises.

Value for the organisation

Builds a consistent standard of management judgement across the organisation’s functions and levels.

Development next step

Select two scenario patterns, rehearse alternative responses and ask a manager to review evidence from a comparable live decision.

Management · 5D16F

5 Dimension 16 Factor Assessment

Build a broad, multi-method picture of the personal factors that may shape managerial behaviour, relationships, reasoning and performance.

Typical completion time
Approximately 45–60 minutes
Professional use
Manager development, coaching, role conversation, succession and preparation for broader responsibility.

What it is

The evidence behind it

Trait and factor assessment: five broad dimensions are explored through sixteen focused factors, using several item methods to reduce dependence on a single response style.

Assessment experience

What participants complete

192 items: 80 forced choices, 64 behaviour-frequency items, 32 workplace scenarios and 16 analytical-reasoning items.

What you will discover

The insight provided

  • Five broad dimensions and sixteen factors
  • Cross-method consistencies and tensions
  • Reasoning, strengths and development priorities

How to prepare

Before starting

Set aside uninterrupted time, answer as you generally are at work and treat objective reasoning items differently from preference questions.

What the results look like

Professional output

A detailed profile with six selectable premium reports, including a comprehensive lens and focused workplace applications.

What it is not

Responsible boundaries

It is not a clinical diagnosis, measure of worth or stand-alone job-suitability, performance or promotion decision.

Value for the individual

Understand a complex personal pattern without reducing yourself to a single label and choose development with precision.

Value for the organisation

Supports richer, evidence-led management development while keeping interpretation responsible and contextual.

Development next step

Select the report most relevant to your role demand and convert one factor insight into a 30–60–90 day practice plan.

Cognitive Ability Tests · NDR

Numerical and Data Reasoning Assessment

Assess how accurately and efficiently a person interprets numerical information, tables, charts, trends and data relationships.

Typical completion time
35 minutes
Professional use
Development, recruitment evidence, role readiness and identifying targeted numerical practice needs.

What it is

The evidence behind it

Cognitive ability and applied reasoning: performance on standardised data problems samples the processes used to understand quantities, compare evidence and reach supported conclusions.

Assessment experience

What participants complete

40 controlled questions in a timed session, with eight questions across each of five numerical and data-reasoning dimensions.

What you will discover

The insight provided

  • Overall numerical and data-reasoning performance
  • Five dimension strengths and priorities
  • Accuracy, pace and work-application implications

How to prepare

Before starting

Use a quiet setting, read chart labels and units carefully, have permitted basic working materials ready and practise interpreting everyday tables and percentages.

What the results look like

Professional output

A scored five-dimension profile and complete 21-page premium report with interpretation, work application and a 90-day plan.

What it is not

Responsible boundaries

It is not a test of advanced mathematics, personality or every aspect of job performance. Results must be interpreted with role context and other evidence.

Value for the individual

Identify the precise numerical processes to strengthen and build confidence with evidence-based decisions.

Value for the organisation

Supports more accurate reporting, planning, commercial judgement and performance analysis.

Development next step

Practise the lowest dimension with short, timed workplace data exercises and review both reasoning and checking discipline.

Cognitive Ability Tests · AAR

Abstract and Adaptive Reasoning Assessment

Assess how a person recognises patterns, discovers and integrates rules, transforms spatial information and adapts to unfamiliar complexity.

Typical completion time
30 minutes
Professional use
Development, recruitment evidence, role readiness and preparation for work involving unfamiliar problems or change.

What it is

The evidence behind it

Fluid reasoning: novel visual problems reduce reliance on learned job knowledge and sample the ability to infer relationships and adapt rules.

Assessment experience

What participants complete

36 randomised visual questions across five abstract and adaptive-reasoning dimensions in a controlled timed session.

What you will discover

The insight provided

  • Overall abstract and adaptive reasoning
  • Pattern, rule, spatial and integration strengths
  • Accuracy, pace and adaptation priorities

How to prepare

Before starting

Choose a quiet environment, understand the example items, work systematically and move on when a question is consuming disproportionate time.

What the results look like

Professional output

A scored five-dimension profile and complete 21-page premium report with role application and a 90-day plan.

What it is not

Responsible boundaries

It is not a test of culture, language fluency, creativity or total intelligence, and should never stand alone in an employment decision.

Value for the individual

Understand how you approach unfamiliar patterns and develop more systematic adaptive reasoning.

Value for the organisation

Supports learning agility, innovation, problem solving and effective response to new strategic challenges.

Development next step

Use structured pattern practice, verbalise discovered rules and review errors to separate missed patterns from rushed execution.

Cognitive Ability Tests · CPSA

Cognitive Processing and Learning Speed Assessment

Explore how efficiently a person understands unfamiliar information, learns new rules and applies them accurately.

Typical completion time
30 minutes
Professional use
Development, recruitment evidence, onboarding support and preparation for roles requiring rapid learning.

What it is

The evidence behind it

Processing efficiency and learning theory: performance across controlled tasks samples rapid comprehension, rule acquisition, working application and adaptation to changing demands.

Assessment experience

What participants complete

60 controlled questions in 30 minutes, with twelve questions across each of five processing and learning-speed dimensions.

What you will discover

The insight provided

  • Overall processing and learning-speed performance
  • Five dimension strengths and bottlenecks
  • The balance between pace, accuracy and rule application

How to prepare

Before starting

Rest well, choose an interruption-free setting, follow instructions exactly and prioritise accurate understanding before accelerating.

What the results look like

Professional output

A scored five-dimension profile and complete 21-page premium report with work application and a 90-day plan.

What it is not

Responsible boundaries

It is not a measure of motivation, education quality or a fixed limit on future learning. Conditions and reasonable adjustments matter.

Value for the individual

Recognise how you learn under time pressure and select strategies that improve both speed and accuracy.

Value for the organisation

Helps the organisation plan onboarding, capability building and deployment into rapidly changing work.

Development next step

Practise short learn–apply–review cycles, record error types and build the routines that reduce avoidable processing load.

Cognitive Ability Tests · AAE

Attention, Accuracy and Error Detection Assessment

Assess sustained attention, careful comparison and the ability to detect errors, anomalies and inconsistencies.

Typical completion time
25-minute pilot administration window
Professional use
Development, recruitment evidence and readiness review for accuracy-critical work.

What it is

The evidence behind it

Selective attention and response-control theory: timed checking tasks sample vigilance, discrimination, inhibition and reliable error detection under competing demands.

Assessment experience

What participants complete

40 controlled questions across seven attention, checking, anomaly-detection and response-control dimensions.

What you will discover

The insight provided

  • Overall accuracy and error-detection performance
  • Seven dimension strengths and risks
  • The relationship between pace, vigilance and response control

How to prepare

Before starting

Use a quiet screen, check instructions and symbols carefully, maintain a steady pace and avoid changing answers without a clear reason.

What the results look like

Professional output

A scored seven-dimension profile and complete 10-page premium report with strengths, priorities and a 30–60–90 plan.

What it is not

Responsible boundaries

It is not a medical attention diagnosis, proof of carelessness or complete prediction of operational performance.

Value for the individual

Identify the checking habits and attention controls that will improve reliable performance.

Value for the organisation

Supports quality, compliance, safety, accurate reporting and dependable visitor and stakeholder service.

Development next step

Use checklists, deliberate comparison routines and short accuracy drills; track error type as well as total error count.

Cognitive Ability Tests · EPPA

Executive Planning and Prioritisation Assessment

Explore how a person sequences work, balances competing demands and prioritises action against objectives, resources and constraints.

Typical completion time
30-minute pilot administration window
Professional use
Manager and leader development, recruitment evidence and readiness for complex coordination roles.

What it is

The evidence behind it

Executive-function and applied planning theory: scenario decisions sample goal management, sequencing, inhibition, reprioritisation and closure under complexity.

Assessment experience

What participants complete

32 randomised planning scenarios across eight priority, sequencing, resource, constraint, risk, reprioritisation and closure dimensions.

What you will discover

The insight provided

  • Overall planning and prioritisation performance
  • Eight dimension strengths and watchpoints
  • How decisions change when constraints or priorities shift

How to prepare

Before starting

Read the objective and constraints first, distinguish urgent from important and choose the best overall sequence rather than the most visible action.

What the results look like

Professional output

A scored eight-dimension profile and complete 10-page premium report with role-demand reading, a 30–60–90 plan and manager coaching guide.

What it is not

Responsible boundaries

It is not a diary-management test, personality profile or complete prediction of executive performance.

Value for the individual

Make prioritisation logic clearer and strengthen planning when demands compete or change.

Value for the organisation

Improves strategic execution, resource focus, risk management and reliable closure of commitments.

Development next step

Use a live portfolio to practise explicit objectives, constraints, sequencing and stop/start/continue decisions with review evidence.

Cognitive Ability Tests · SRCPS

Systems Reasoning and Complex Problem Solving Assessment

Explore how a person frames complex problems, understands connected systems and evaluates leverage, evidence and consequences.

Typical completion time
30-minute pilot administration window
Professional use
Leadership and manager development, recruitment evidence and readiness for interconnected strategic challenges.

What it is

The evidence behind it

Systems thinking and complex problem-solving theory: performance depends on defining boundaries, tracing causal relationships, testing explanations and anticipating effects across an interconnected system.

Assessment experience

What participants complete

32 randomised systems cases across eight problem-framing, boundary, causal, interdependency, evidence, diagnosis, leverage and consequence dimensions.

What you will discover

The insight provided

  • Overall systems-reasoning performance
  • Eight dimension strengths and gaps
  • How effectively you move from symptoms to leverage and consequences

How to prepare

Before starting

Read the full case, separate symptoms from causes, examine system boundaries and consider second-order consequences before choosing.

What the results look like

Professional output

A scored eight-dimension profile and complete 10-page premium report with role-demand reading, a 30–60–90 plan and manager coaching guide.

What it is not

Responsible boundaries

It is not specialist sector knowledge, a personality measure or proof that one person can solve a complex system alone.

Value for the individual

Frame complexity more clearly, find stronger leverage and reduce unintended consequences.

Value for the organisation

Supports joined-up strategy execution across assets, visitors, tenants, partners, people and long-term value.

Development next step

Map one live system, test the causal story with stakeholders and run a small, reversible intervention with defined evidence.

Simulations · DSIM1

Direction Simulation

Demonstrate how a leader creates strategic focus, protects heritage and shapes a responsible future when evidence is incomplete and priorities compete.

Typical completion time
Approximately 55 active minutes
Professional use
Senior leadership and succession readiness, strategy and transformation roles, heritage-sensitive decisions and high-potential development.

What it is

The evidence behind it

Standardised organisational simulation: repeated behavioural evidence is gathered across connected exercises and interpreted against the Direction competencies in the the organisation 3D Leadership Model.

Assessment experience

What participants complete

15 connected exercises in three waves using eight response formats, including prioritisation, decision matrices, allocation, branching and written responses.

What you will discover

The insight provided

  • Strategic Direction & Focus
  • Authenticity & Heritage Stewardship
  • Innovation & Future Vision

How to prepare

Before starting

Use an uninterrupted supported device, read the role briefing carefully and respond only from the information and constraints provided.

What the results look like

Professional output

The approved 34-page Direction Simulation report: executive summary, integrated domain profile, evidence quality, three competency chapters, activity-level results for all 15 exercises, development priorities, a 90-day pathway, learning resources and technical notes.

What it is not

Responsible boundaries

It is not a personality test, a validated norm or a standalone basis for a consequential employment decision.

Value for the individual

See how strategic judgement, cultural credibility and future thinking operate together under realistic pressure.

Value for the organisation

Adds consistent applied behavioural evidence to readiness, succession and development conversations.

Development next step

Convert the strongest evidence and watch-outs into governed priorities, decision routines and 30-, 60- and 90-day work-based actions.

Simulations · DSIM2

Development Simulation

Demonstrate how a leader builds commitment, works across boundaries and grows the capability needed for the organisation to perform through others.

Typical completion time
Approximately 55 active minutes
Professional use
Manager readiness, engagement and culture programmes, cross-functional collaboration, talent and succession development.

What it is

The evidence behind it

Standardised organisational simulation: repeated behavioural evidence is gathered across connected exercises and interpreted against the Development competencies in the the organisation 3D Leadership Model.

Assessment experience

What participants complete

15 connected exercises in three waves using eight response formats, including prioritisation, decision matrices, allocation, branching and written responses.

What you will discover

The insight provided

  • Commitment & Engagement
  • Collaboration & Partnership
  • Capability & Growth

How to prepare

Before starting

Use an uninterrupted supported device, read the role briefing carefully and respond only from the information and constraints provided.

What the results look like

Professional output

The approved 34-page Development Simulation report: executive summary, integrated domain profile, evidence quality, three competency chapters, activity-level results for all 15 exercises, development priorities, a 90-day pathway, learning resources and technical notes.

What it is not

Responsible boundaries

It is not a personality test, a validated norm or a standalone basis for a consequential employment decision.

Value for the individual

See how trust, partnership, coaching and capability-building operate together under realistic pressure.

Value for the organisation

Adds consistent applied behavioural evidence to manager readiness, talent and leadership-development conversations.

Development next step

Convert the strongest evidence and watch-outs into people routines, shared ownership and 30-, 60- and 90-day capability actions.

Simulations · DSIM3

Delivery Simulation

Demonstrate how a leader turns intent into reliable execution while protecting visitors, standards and service quality in a live operating environment.

Typical completion time
Approximately 55 active minutes
Professional use
Operational manager readiness, visitor-facing and placemaking roles, operational excellence and resilience preparation.

What it is

The evidence behind it

Standardised organisational simulation: repeated behavioural evidence is gathered across connected exercises and interpreted against the Delivery competencies in the the organisation 3D Leadership Model.

Assessment experience

What participants complete

15 connected exercises in three waves using eight response formats, including prioritisation, decision matrices, allocation, branching and written responses.

What you will discover

The insight provided

  • Ownership & Accountability
  • Placemaking & Visitor Experience
  • Agility & Operational Excellence

How to prepare

Before starting

Use an uninterrupted supported device, read the role briefing carefully and respond only from the information and constraints provided.

What the results look like

Professional output

The approved 34-page Delivery Simulation report: executive summary, integrated domain profile, evidence quality, three competency chapters, activity-level results for all 15 exercises, development priorities, a 90-day pathway, learning resources and technical notes.

What it is not

Responsible boundaries

It is not a specialist technical test, a validated norm or a standalone basis for a consequential employment decision.

Value for the individual

See how ownership, visitor experience and operational judgement operate together under realistic pressure.

Value for the organisation

Adds consistent applied behavioural evidence to operational readiness, service and resilience conversations.

Development next step

Convert the strongest evidence and watch-outs into operating routines, review thresholds and 30-, 60- and 90-day improvement actions.

Factsheets

Explore our combined assessment pathways

Open an interactive factsheet to see what each pathway measures, when to use it and the insight it provides.

AC03 · Combined assessment pathway

Career Combination

Move from vague career curiosity to evidence-led exploration of interests, personal factors and preferred working conditions.

Designed for
Employees considering development, mobility or a new pathway
Typical completion time
Approximately 90-120 minutes

The need

What this pathway addresses

Career decisions are often driven by title, status, familiarity or one personality result, obscuring the actual work, conditions and development stretch involved.

The approach

How the evidence works together

Combine career-interest hypotheses with a broad factor profile and preferred work conditions, then test the strongest themes through conversations and live experiments.

Assessment pathway

What it includes

CCA

Career Compass Assessment

Career interests and 29-pathway exploration

5D16F

5 Dimension 16 Factor Assessment

Broad factor pattern and career-development lens

WSI

Work Styles Indicator

Preferred workstyle and career environment

Best used for

Where it adds value

  • Career conversations and internal mobility
  • Career-path exploration across your organisation
  • Retention and redeployment discussions
  • Targeted shadowing or work experiments

Professional outputs

What you receive

  • Ranked Career Compass matches across 29 pathways
  • 5D16F Career Development Report
  • WSI Career Report
  • Integrated career hypotheses, fit questions and a 90-day exploration plan

Participant experience

How the pathway is completed

  1. Complete interest, factor and workstyle assessments
  2. Compare all three streams with real career experience
  3. Investigate top and adjacent pathways
  4. Run conversations, shadowing and a live work experiment before deciding

AC08 · Combined assessment pathway

Combined Leadership Assessment

A governed readiness and development view integrating applied judgement, enacted behavioural evidence and leadership preference.

Designed for
HR, leadership panels, participants, managers and trained assessors
Typical completion time
Approximately 130-165 minutes including interview

The need

What this pathway addresses

Leadership readiness decisions are weak when they depend on one questionnaire, one interview or one manager opinion; the methods answer different questions.

The approach

How the evidence works together

Combine standardised judgement and structured behavioural evidence transparently, while keeping leadership preference separate from the maturity result.

Assessment pathway

What it includes

LSJ

Leadership Situational Judgement

Standardised judgement evidence

CBI

Competency-Based Interview

Enacted behaviour and maturity evidence

LPP

Leadership Preference Profile

Leadership energy and range lens

Best used for

Where it adds value

  • Leadership readiness and succession discussion
  • Structured assessment and development centres
  • Promotion-readiness development planning
  • High-value leadership coaching and calibration

Professional outputs

What you receive

  • Three source reports
  • Combined competency and domain maturity view
  • Convergence and source-tension analysis
  • Indicative readiness horizon and two-page guidance per priority competency

Participant experience

How the pathway is completed

  1. Complete the 36-scenario LSJ
  2. Take part in a structured nine-competency interview
  3. Complete the 72-item LPP
  4. Review the integrated report and agree an evidence-building cycle

AC06 · Combined assessment pathway

General Leadership Development

Understand leadership judgement, natural preference and the ability to adapt direction and support to the situation.

Designed for
Supervisors, managers and leaders entering broader people responsibility
Typical completion time
Approximately 85-95 minutes

The need

What this pathway addresses

Leaders may know their preferred style but not whether their judgement is strong or whether they adapt appropriately to different people and tasks.

The approach

How the evidence works together

Distinguish natural pull, assessed judgement and situational adaptation, then identify where these sources reinforce or challenge one another.

Assessment pathway

What it includes

LSJ

Leadership Situational Judgement

Applied judgement across the 3D9C model

LPP

Leadership Preference Profile

Natural leadership pull and contribution energy

CLA

Contextual Leadership Assessment

Task-readiness diagnosis and adaptive response

Best used for

Where it adds value

  • Leadership foundations and manager-to-leader transition
  • Delegation and coaching development
  • Leadership workshops and coaching
  • Preparation for broader responsibility

Professional outputs

What you receive

  • Nine-competency judgement profile
  • Leadership preference and archetype report
  • Contextual adaptability report
  • Integrated summary and three behaviour experiments

Participant experience

How the pathway is completed

  1. Complete LSJ, LPP and CLA
  2. Review Direction, Development and Delivery patterns
  3. Identify preference-capability tensions
  4. Practise adaptive responses in live leadership situations

AC05 · Combined assessment pathway

General Management Development

A rounded management-development battery combining critical thinking, applied judgement and a broad management-potential lens.

Designed for
Managers, aspiring managers, HR and succession panels
Typical completion time
Approximately 150-165 minutes across three sittings

The need

What this pathway addresses

Management development can focus heavily on style or experience while leaving reasoning and applied judgement untested; ability alone also cannot explain behavioural impact.

The approach

How the evidence works together

Bring maximum-performance evidence and personal-factor evidence together around real management demands while keeping the sources conceptually separate.

Assessment pathway

What it includes

MMAC

Managerial Assumptions, Arguments and Conclusions

Critical thinking and evidence discipline

MSJ

Managerial Situational Judgement

Judgement across realistic management situations

5D16F

5 Dimension 16 Factor Assessment

Management potential, pressure patterns and behavioural factors

Best used for

Where it adds value

  • New and experienced manager development
  • Management assessment centres
  • Succession and readiness conversations
  • Coaching around decision quality and management impact

Professional outputs

What you receive

  • MMAC three-phase reasoning profile
  • MSJ management-judgement report
  • 5D16F Management Potential Report
  • 94-page premium integrated report and one evidence-led 90-day assignment

Participant experience

How the pathway is completed

  1. Register once and retain one protected pathway reference
  2. Complete MMAC, MSJ and 5D16F without repeating participant registration
  3. Return between sittings and resume securely
  4. Review convergence and tensions with a manager or coach

AC09 · Combined assessment pathway

Graduate Potential Combination

A broad early-career assessment of numerical reasoning, novel problem solving, learning speed and management-potential factors.

Designed for
Graduates, early-career talent, recruiters and development teams
Typical completion time
Approximately 140-155 minutes across multiple sittings

The need

What this pathway addresses

Graduate decisions can be overly influenced by academic background, presentation confidence or unstructured interviews, which may not reveal reasoning and learning capability.

The approach

How the evidence works together

Use standardised ability evidence alongside a separate personal-factor lens, interpreted against role demands and broader evidence.

Assessment pathway

What it includes

NDR

Numerical and Data Reasoning Assessment

Quantitative evidence and data interpretation

AAR

Abstract and Adaptive Reasoning Assessment

Novel rule discovery and adaptive reasoning

CPSA

Cognitive Processing and Learning Speed Assessment

Absorption, manipulation and transfer of information

5D16F

5 Dimension 16 Factor Assessment

Management-potential report lens and personal factors

Best used for

Where it adds value

  • Graduate programmes and early-career talent pools
  • Development-centre baselining
  • Analytical pathway readiness discussions
  • Targeted onboarding and learning planning

Professional outputs

What you receive

  • Four individual reports
  • Integrated reasoning and learning profile
  • Strengths and pace/accuracy interpretation
  • Role-context summary and 90-day development plan

Participant experience

How the pathway is completed

  1. Complete three standardised ability assessments and 5D16F
  2. Use practice items and controlled conditions
  3. Receive clear validity and completion status
  4. Review results against role demands and other evidence

AC10 · Combined assessment pathway

High Potential Ability Combination

Connect adaptive reasoning, learning speed and management-potential expression without averaging unlike constructs.

Designed for
High-potential pools, succession programmes and complex-role development
Typical completion time
Approximately 95 minutes across saveable sittings

The need

What this pathway addresses

High-potential nominations are often based on current performance, visibility or advocacy, which do not fully test learning agility or unfamiliar problem solving.

The approach

How the evidence works together

Add standardised evidence of adaptive reasoning, learning efficiency, executive planning and systems diagnosis to broader talent evidence.

Assessment pathway

What it includes

AAR

Abstract and Adaptive Reasoning Assessment

Novel reasoning and adaptive rule integration

CPSA

Cognitive Processing and Learning Speed Assessment

Learning efficiency and information transfer

5D16F

Five Dimension Sixteen Factor Assessment

Management-expression hypotheses across five dimensions and sixteen factors

Best used for

Where it adds value

  • High-potential identification and development
  • Talent acceleration programmes
  • Complex project or transformation readiness
  • Development for broader strategic scope

Professional outputs

What you receive

  • Three individual premium reports
  • 58-page integrated high-potential report
  • Cross-assessment strengths, tensions and safeguards
  • Complexity-readiness guide and 30-60-90 day plan

Participant experience

How the pathway is completed

  1. Complete four standardised assessments
  2. Work through novel, timed and scenario-based tasks
  3. Receive separate dimension and quality-status results
  4. Review role relevance with broader evidence

AC07 · Combined assessment pathway

Leadership Discovery Combination

Bring together how leadership is experienced, the emotional capabilities behind impact and shadow risks under pressure.

Designed for
Leaders, executives, coaches and succession programmes
Typical completion time
Approximately 55-70 minutes, plus about 15 minutes per 360 rater

The need

What this pathway addresses

Self-report cannot show full leadership impact; feedback identifies gaps but may not explain the emotional capabilities or pressure risks contributing to them.

The approach

How the evidence works together

Use 360 themes as observed impact, emotional-intelligence results as capability hypotheses and shadow results as pressure-risk hypotheses.

Assessment pathway

What it includes

LEAD360

Leadership 360 Feedback

Self-other and rater-group experience

EQA

Emotional Intelligence Assessment

Fifteen emotional capabilities and leadership impact

SSA

Shadow Self Assessment

Strength-overuse and pressure risk

Best used for

Where it adds value

  • Senior leadership development and coaching
  • Leadership transitions and succession preparation
  • Blind-spot and pressure-risk work
  • Targeted 360 feedback programmes

Professional outputs

What you receive

  • Privacy-protected Leadership 360 report
  • EQA leadership-impact reports
  • SSA pressure-risk report
  • Integrated impact, capability and shadow narrative

Participant experience

How the pathway is completed

  1. Complete self assessments and invite approved raters
  2. Protect anonymity through rater-group thresholds
  3. Review feedback with a trained coach
  4. Select one recognised strength and two impact gaps

AC12 · Combined assessment pathway

Managerial Execution Combination

One complete view of how a manager interprets evidence, anticipates change, prioritises work, controls accuracy, adapts under pressure and closes delivery loops.

Designed for
Managers, project leaders, PMO, operational coordination roles and development-centre participants
Typical completion time
Approximately 90 minutes across three saveable sittings

The need

What this pathway addresses

Execution failure is often treated as one issue even though it can begin in evidence interpretation, forecasting, prioritisation, resource and constraint planning, attention control, adaptation or closure.

The approach

How the evidence works together

Use NDR, EPPA and AAE as one transparent execution system, calculate six descriptive meta-capabilities and convert the connected pattern into observable 30-60-90 day work evidence.

Assessment pathway

What it includes

NDR

Numerical and Data Reasoning Assessment

Evidence-based quantitative judgement

EPPA

Executive Planning and Prioritisation Assessment

Priority, sequencing, resources and replanning

AAE

Attention, Accuracy and Error Detection Assessment

Checking discipline and error control

Best used for

Where it adds value

  • First-line and middle-management development
  • Project and programme coordination roles
  • Managerial assessment centres
  • Roles with significant planning, reporting and control demand

Professional outputs

What you receive

  • Three individual premium source reports
  • 51-page Managerial Execution combined report
  • Twenty source dimensions and six calculated meta-capabilities
  • Execution-chain strengths, hand-off risks and pressure scenarios
  • Clickable development resources, manager guide and 30-60-90 evidence plan

Participant experience

How the pathway is completed

  1. Register once and retain one protected pathway reference
  2. Complete NDR, EPPA and AAE without repeating participant registration
  3. Return between complete assessments and resume securely
  4. Download the 51-page integrated report when all three source results are connected
  5. Validate development hypotheses against live work and manager feedback

AC11 · Combined assessment pathway

Operational Reliability Combination

Test the ability to use data, process information efficiently and maintain accuracy when reliable execution matters.

Designed for
Operational, quality, service, control and high-accuracy roles
Typical completion time
Approximately 90-95 minutes

The need

What this pathway addresses

Operational failure can arise from weak data interpretation, overloaded processing or missed discrepancies; one general ability score cannot show which mechanism needs support.

The approach

How the evidence works together

Examine three separate capabilities and connect lower dimensions to focused practice rather than applying a generic reliability label.

Assessment pathway

What it includes

NDR

Numerical and Data Reasoning Assessment

Data interpretation and quantitative evidence

CPSA

Cognitive Processing and Learning Speed Assessment

Information processing and learning efficiency

AAE

Attention, Accuracy and Error Detection Assessment

Sustained attention, precision and discrepancy detection

Best used for

Where it adds value

  • Operational and service-critical roles
  • Quality, assurance and control environments
  • Data-rich operational development
  • Validated selection where reliability is role-relevant

Professional outputs

What you receive

  • Three individual premium reports
  • Integrated operational-reliability profile
  • Pace, accuracy, checking and learning interpretation
  • Targeted error-control actions and 90-day practice plan

Participant experience

How the pathway is completed

  1. Complete three timed ability assessments
  2. Use standardised instructions and permitted materials
  3. Review pace, accuracy and dimension patterns
  4. Link development priorities to focused live-work practice

AC01 · Combined assessment pathway

Personal Development Combination

A four-lens profile of how you learn, work, what drives you and how your behaviour is experienced.

Designed for
Employees, managers, coaches and talent-development programmes
Typical completion time
Approximately 90-120 minutes across multiple sittings

The need

What this pathway addresses

Development plans often become generic because they rely on a single style label or isolated questionnaire, missing the interaction between learning preference, workstyle, motivation and behaviour under pressure.

The approach

How the evidence works together

Connect the four lenses without averaging them, then translate the recurring themes and tensions into a small number of practical development priorities.

Assessment pathway

What it includes

LPQ

Learning Preference Questionnaire

Preferred learning route and stretch route

WSI

Work Styles Indicator

Workstyle, communication and decision preferences

PPP

Personality Pattern Profile

Motivation, pressure response and growth direction

PIP

Personal Insights Profile

Integrated behavioural forces and development range

Best used for

Where it adds value

  • Individual development planning and coaching
  • Role transition or promotion preparation
  • Manager-employee development conversations
  • Designing learning that fits while building range

Professional outputs

What you receive

  • Four individual assessment reports
  • Integrated personal-development summary
  • Cross-assessment consistencies, tensions and pressure watchpoints
  • 30-60-90 day plan and manager coaching questions

Participant experience

How the pathway is completed

  1. Complete four assessments in separate, saveable sittings
  2. Review the integrated pattern rather than seeking one type
  3. Validate hypotheses with work examples and feedback
  4. Select no more than three 90-day development priorities

AC02 · Combined assessment pathway

Personal Discovery Combination

Connect strengths, relationship needs and conflict response into one practical picture of contribution and interpersonal impact.

Designed for
Employees, coaches, managers and intact teams
Typical completion time
Approximately 75-95 minutes

The need

What this pathway addresses

People may know what they are good at without understanding what they seek from relationships or how they respond when interests collide, creating avoidable friction.

The approach

How the evidence works together

Show how strengths create value, which relationship conditions support them and how conflict response may protect or reduce that value.

Assessment pathway

What it includes

PSN

Personal Strengths Navigator

Signature strengths and contribution energy

RMA

The Relate Map Assessment

Expressed and wanted relationship needs

CRA

Conflict Response Assessment

Conflict modes, assertiveness and cooperativeness

Best used for

Where it adds value

  • Coaching and personal insight
  • Relationship and stakeholder effectiveness
  • Conflict prevention and repair
  • Team integration and collaboration development

Professional outputs

What you receive

  • Strengths profile and contribution narrative
  • Six-scale relationship map
  • Conflict mode and orientation profile
  • Integrated interpersonal-impact summary and practical experiments

Participant experience

How the pathway is completed

  1. Identify core and supporting strengths
  2. Explore expressed-versus-wanted relationship patterns
  3. Review conflict-response range across five modes
  4. Test the profile against recent workplace situations

AC13 · Combined assessment pathway

Strategic Leadership Ability Combination

A senior-level battery for critical judgement, executive planning, systems reasoning and quantitative evidence.

Designed for
Senior managers, executives, succession candidates and strategic-role pipelines
Typical completion time
Approximately 140 minutes across multiple sittings

The need

What this pathway addresses

Strategic roles require leaders to test assumptions, interpret evidence, prioritise competing demands and anticipate consequences across complex systems.

The approach

How the evidence works together

Combine four distinct maximum-performance assessments while preserving each construct and testing relevance against the real strategic role.

Assessment pathway

What it includes

MMAC

Managerial Assumptions, Arguments and Conclusions

Critical thinking and logical evidence evaluation

EPPA

Executive Planning and Prioritisation Assessment

Executive planning and dynamic prioritisation

SRCPS

Systems Reasoning and Complex Problem Solving Assessment

Interconnected systems, leverage and consequences

NDR

Numerical and Data Reasoning Assessment

Quantitative evidence and defensible conclusions

Best used for

Where it adds value

  • Strategic leadership development
  • Executive and senior-manager succession
  • Complex transformation and enterprise roles
  • Development centres for high-consequence decision work

Professional outputs

What you receive

  • Four premium assessment reports
  • Integrated strategic-ability executive summary
  • Strengths and risks across evidence, planning and systems thinking
  • Role-demand comparison and a 90-day strategic reasoning assignment

Participant experience

How the pathway is completed

  1. Complete four controlled assessments across multiple sittings
  2. Use realistic management and systems scenarios
  3. Review separate results before any integrated conclusion
  4. Discuss role demands, source tensions and development leverage

AC04 · Combined assessment pathway

Team Combination

A complete team diagnostic covering workstyle diversity, contribution roles and the conditions required for collective performance.

Designed for
Intact teams, project teams, leadership teams and facilitators
Typical completion time
Approximately 70-90 minutes per participant

The need

What this pathway addresses

Team difficulties are often blamed on personalities or individual performance when the issue is a missing contribution, workstyle imbalance or a condition suppressing challenge and accountability.

The approach

How the evidence works together

Diagnose three related but distinct layers and convert the findings into observable team experiments, a facilitation agenda and a 90-day charter.

Assessment pathway

What it includes

TWI

Team Workstyles Indicator

Aggregate preference diversity and operating style

TCP

Team Contribution Profile

Nine contribution roles and team coverage

TPW

Team Performance WatchPoints

Trust, challenge, commitment, accountability and results

Best used for

Where it adds value

  • New-team launch or integration
  • Team reset and performance recovery
  • Cross-functional leadership teams
  • Facilitated team-development programmes

Professional outputs

What you receive

  • Individual and aggregate TWI outputs
  • Individual contribution and team-impact reports
  • Private TPW perspective plus anonymous aggregate
  • Integrated team diagnostic and 90-day team charter

Participant experience

How the pathway is completed

  1. Join the correct team using a secure team code
  2. Complete three assessments independently
  3. Generate anonymous aggregate reporting after the minimum threshold
  4. Agree observable team experiments and review dates