Innermetrix International Executive Summary
Comparison of Axiology to popular Psychometric Instruments (6 key differences) 1.
Axiology is a totally different science
2.
Axiological instruments are more accurate: No Fatigue factors and higher validation higher than 90%
3.
The AI is one of the only profiles on the marketplace created specifically and exclusively for business use: no Psych-talk
4.
The AI provides more attributes than any other profile on the market (80 unique traits)
5.
The AI is the ONLY profile on the market that can be completely customized for a specific need
6.
Axiological instruments can’t be faked like the other instruments : takes you through some conscious activities, while we measure your subconscious decision-making style
Natural Networks in the Brain
What? Why?
How?
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How can IMX assist in Coaching & Consulting in Business By a CIC “ certified Innermetrix consultant”
✓ ✓ ✓ ✓
Recruitment Retention Personal development Engagement
✓ Benchmarking ✓ Training Needs Analysis ✓ Communication ✓ Leadership
Measuring Behaviour (One of the processes we adopt)
D.I.S.C. Index is used to measure a person’s observable behaviour in both natural and adapted environments. Why should you measure this? It gives you the preferred environment that the individual best performs within on "How" they will carry out task, engage with people and solve problems, and indicates potential stress levels of that individual
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IMX Values Index (The 2nd processes we adopt)
Values Index is used to measure what really drives an individual. What their values are, their beliefs and their personal interests. This is used in aligning company culture to the individual and is fundamental in managing that person to achieve superior performance in the job.
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Andrew Madigan
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Ben Curtis
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The Dimensional Balance ( The 3rd processes we adopt)
External ➢ ➢ ➢
Empathy Practical Thinking Systems Judgement
Internal ➢ ➢ ➢
Self Esteem Role awareness Self Direction
The Attribute Index is used to look at how a person thinks and makes decision in the job!
This process measures the person’s Talent and gives a measurement on 77 core business competencies which show their level of development for the job.
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Talent Management – Leadership Summary Charley Clarke
Daniel Conway
Attribute Index 1. 2. 3. 4. 5. 6. 7.
Attribute Index
Envisioning an Outcome Understanding your Supporters Communicating your Vision Serving Others Inspiring Others Guiding Others Developing Yourself
External Dimension 1. 2. 3.
Empathy Practical Thinking Systems Judgement
Self Esteem Role Awareness Self Direction
1. 2. 3. 4. 5. 6. 7.
Envisioning an Outcome Understanding your Supporters Communicating your Vision Serving Others Inspiring Others Guiding Others Developing Yourself
6.6 8.2 7.6 8.3 8.1 7.9 7.4
External Dimension 8.6 9.0 6.0+
1. 2. 3.
6.2+ 7.9=
1. 2. 3.
Internal Dimension 1. 2. 3.
6.7 8.3 6.5 7.9 7.7 7.0 6.2
Empathy Practical Thinking Systems Judgement
8.3 9.5+ 6.2+
Internal Dimension
5.7
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Self Esteem Role Awareness Self Direction
7.6 7.6+ 7.4+
Practical Systemic Empathetic Madigan for TeamAndrew Ben Curtis Master J P S S P J
J T J H P DP JS S
J D A M
J T P J
Charlie Clarke Daniel Conway James Healey Jason Parsons John Davies Josh Turner Paul Driver Paul Judge Simon Smith
P D J D A M C C
D C
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Natural Strengths
Blind Spot Potential Development
Talent Management – TNA Sample Category Component Graphs Flexibility 0.0
1.0
2.0
3.0
4.0
5.0
6.0
7.0
8.0
9.0
10.0
6.5
Practical Thinking 0.0
1.0
2.0
3.0
4.0
5.0
6.0
7.0
8.0
9.0
10.0
8.3
Proactive Thinking 0.0
1.0
2.0
3.0
4.0
5.0
6.0
7.0
8.0
9.0
10.0
5.2
Self Control 0.0
1.0
2.0
3.0
4.0
5.0
6.0
7.0
8.0
9.0
10.0
4.0
Category Component Descriptions
MOHAMED ABOUALELA
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ADVanced Insights Profile Core Attribute List
Complete Attribute list
For him during his lifetime
Personal Relationships (5.7) Relating To Others (5.7) Self Esteem (5.7) Self Improvement (5.7) Surrendering Control (5.7) Understanding Attitude (5.7) Persuading Others (5.5) Consistency and Reliability (5.4) Attitude Toward Honesty (5.3) Using Common Sense (5.3) Proactive Thinking (5.2) Diplomacy (5.1) Self Starting Ability (5.0) Initiative (4.8) Personal Drive (4.8) Problem Management (4.7) Long Range Planning (4.7) Project and Goal Focus (4.7) Balanced Decision Making (4.1) Evaluating What Is Said (4.1) Conveying Role Value (4.0) Enjoyment Of The Job (4.0) Role Confidence (4.0) Gaining Commitment (4.0) Job Ethic (4.0) Material Possessions (4.0) Meeting Standards (4.0) Persistence (4.0) Personal Commitment (4.0) Project Scheduling (4.0) Realistic Personal Goal Setting (4.0) Role Awareness (4.0) Self Assessment (4.0) Self Confidence (4.0) Self Control (4.0) Self Direction (4.0) Self Discipline and Sense of Duty (4.0) Self Management (4.0) Sense of Mission (4.0)
MOHAMED ABOUALELA
Showing the score of Mohamed which we can use to plan for the Training Needs
Integrative Ability (8.7) Theoretical Problem Solving (8.7) Concrete Organization (8.3) Practical Thinking (8.3) Respect For Property (8.3) Status and Recognition (8.3) Attention To Detail (7.7) Quality Orientation (7.7) Problem and Situation Analysis (7.5) Problem Solving (7.4) Following Directions (7.3) Conceptual Thinking (7.1) Respect For Policies (7.1) Results Orientation (7.1) Sense of Belonging (7.1) Systems Judgment (7.1) Leading Others (7.0) Seeing Potential Problems (6.9) Realistic Goal Setting For Others (6.7) Flexibility (6.5) Correcting Others (6.4) Developing Others (6.4) Freedom From Prejudices (6.4) Understanding Motivational Needs (6.4) Evaluating Others (6.1) Realistic Expectations (6.1) Sensitivity To Others (6.1) Accountability For Others (6.0) Personal Accountability (6.0) Sense of Timing (6.0) Handling Rejection (5.7) Emotional Control (5.7) Attitude Toward Others (5.7) Creativity (5.7) Empathetic Outlook (5.7) Handling Stress (5.7) Human Awareness (5.7) Intuitive Decision Making (5.7) Monitoring Others (5.7)
Practical Systemic Empathetic for Mohamed Master Natural Strengths
Blind Spot Potential Development
Empathy Practical Thinking
Systems Judgment
Self Esteem/ Self Belief
Self Direction
Role Awareness
1. 2. 3. 4. 5. 6.
ADV coaching schedule Introduction to coaching contract DISC Values AI ADV linking the 3 profiles together Make relevant to his/her life and job
6 months coaching & www.innermetrix.co.uk
What Happened Next? ➢
Personal Effectiveness Plan
➢
Team Effectiveness Plan
➢
Link to their Job role performance
➢
And More
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THANK YOU
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