Executive Coaching, Business Coaching, Life Coaching, Edinburgh, Scotland.             Aeona Coaching and Training: Dr Sue Mitchell MAC AMInstLM
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Evolution through Coaching
Strategy. Adapting. Change. Performance.

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0845 6436 084

 

Aeona coaches in accordance with the Association for Coaching's code of ethics and good practise

 

 

 

Discover what success means for you - climb to the top of your hills. 'It’s not the mountain we conquer but ourselves' Edmund Hillary

 

 

 

changing perspectives - notice when you are caught up in the middle of a situation and can't see how to progress

 

 

 

improve clarity: changing perspecitve can make the way forward clearer to you

 

 

 

'invest time in yourself to think about where you are in life and in work, what you want and how to get there

 

 

 

Improve your communication and relationships

 

 

 

plan your journey across uncharted seas - discover the life you were born to live

 

 

 

A journey of a thousand miles starts with a single step. Take your first step on your journey to your ideal future with Aeona

 

 

 

What are Psychometric Tests?

 

A psychometric test is a psychological test that has a standardised scoring and administration and meets other criteria (see below).

Some examples of psychological tests include: personality questionnaires, vocational interest questionnaires and motivational needs and values questionnaires.

Personality questionnaires

Multidimensional measures of personality assess a wide range of attributes or traits, such as achievement drive, sociability, self-control, flexibility, empathy and many others.

Measures of personality type tend to profile a person within a cluster of attributes, which is less informative, but often easier to get an initial picture (eg: MBTI).

Specialist personality questionnaires are useful in specific contexts as they are designed to measure specific aspects of behaviour such as leadership style (eg: ILM72), emotional intelligence (eg: EQi) and mental toughness or resilience (eg: MTQ48). These tests assess traits and attributes along a scale.

 

Uses of psychological tests:

  • To raise self-awareness of preferred styles of thinking and behaving across situations.
  • To help understand why some situations feel more stressful, or some jobs/environments feel more suitable.
  • To predict performance in a job/particular situation when the test is chosen to measure qualities that are important in that situation.
  • When it measures traits and capabilities that can be learned or changed, it is a useful benchmark to measure progress after a period of coaching (eg: MTQ48, ILM72, EQi).

 

A good psychometric test meets three criteria:

  • Accurately measures the attribute of interest.
  • Differentiates between individuals who have more or less of the attribute.
  • Predicts an outcome of interest – such as job performance, success in training, leadership capability.

Psychometric tests can be "normative" (eg: MTQ48, ILM72, EQi): The results of one person are comparable to a "norm" group (eg: the general population, managers) which is based on a very large number of representative people in that group. Other psychological tests (like MBTI) are "ispsitive" – they identify the relative strengths of characteristics within each person.

 

Good psychometric tests need to be:

  • Reliable with stable and consistent test results . No psychological measure is absolutely perfect so during the development stage a test is checked that it gives consistent results across time (test-retest reliability) and also that the questions give consistent results compared to each other (internal consistency).
  • Valid to accurately assess the attribute it is designed to measure (construct validity).
  • Valid to give a consistent relationship between test scores and a measure of an independent outcome, such as job performance, job satisfaction, leadership capability etc (criterion-related validity).

 

"Whether you believe you can do a thing or not, you are right." Henry Ford

Achieve more, make changes and be more successful:
Contact Aeona today for a no obligation, confidential discussion.

Tel: 0845 6436 084
Mobile: 07738 290384
Email: info@aeona.co.uk

 

Evolution: (noun) A gradual development. An exercise carried out in accordance with a procedure or plan.
Evolution through Coaching: Improved performance and desired changes achieved using a strategy to adapt people's attitudes, behaviours and actions.

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