Our range of Psychometric instruments

The Motives, Values, Preferences Inventory describes peoples’ core values, goals, and interests. This information is crucial for understanding the kinds of jobs and work environments people find congenial and will help them make better career decisions.

The Hogan Development Survey contains eleven scales measuring behavioural tendencies that can be barriers to others and derail success. The scales are interpreted in terms of risk. Higher scores indicate greater potential for problems on the job.

The NEO -PI-3, provides a detailed personality description that can be valuable resource for a variety of professionals. The NEO-PI-3 is a concise measure of the five major domains of personality, as well as the six traits that define them .Taken together they provide a comprehensive and detailed assessment of normal adult personality.

The SDI® (Strength Deployment Inventory®) is a, tool for improving team effectiveness and reducing the costs of conflict. It is the flagship learning resource of a suite of development tools based on Relationship Awareness. It is used to help organisations and individuals, manage conflict, improve communication, manage change & to drive individual and team performance.

The Thomas-Kilmann Conflict Mode Instrument (TKI) is used to help you understand how different conflict-handling modes or styles affect personal and group dynamics and for learning how to select the most appropriate style for a given situation. There are five conflict-handling modes based on the two underlying dimensions of assertiveness and cooperativeness.

The MBTI® assessment is a self-reporting personality inventory, designed to help individuals understand themselves. It helps people understand their natural preferences, motivations, and potential areas for growth. It aids in understanding others, particularly those with different types.

Management Scenarios is a powerful situational judgement test (SJT) that can effectively support recruitment, development, and coaching.

It is a test of managerial judgement, measuring an individual’s ability to weigh up real life managerial situations and decide on appropriate and effective ways of handling them.

The new 360° feedback tool is used to help individuals identify their leadership strengths and development needs. It has been launched by the NHS Leadership Academy, and supports the Leadership Framework introduced by the Secretary of State for Health in June 2012

The TLQ is a 360-degree feedback tool which provides managers with clear personal guidance they need to become effective leaders. By gathering information from others and in particular “Direct reports”.

Emotional Intelligence is about recognizing and managing one’s own emotions and the emotions of others. It is a person’s innate ability to perceive and manage their own emotions in a manner that results in successful interactions within the environment and, if others are present, to also perceive and manage their emotions in a manner that results in successful interpersonal interactions.

The FIRO-B® instrument is a personality questionnaire focusing on how individuals behave towards others, and how they expect others to behave towards them. Using a simple model of interpersonal relationship styles, the FIRO tool can reveal hidden mismatches between wanted and expressed behaviour, offering profound insights that touch at the heart of an individual’s sense of who they are.

Resilience, the ability to bounce back from whatever life throws at you, is a core attribute of most people who succeed in their lives. This tool allows you to measure how resilient you are and receive your own “Resilience Quotient” score and provides you with a chance to reflect on your current behaviour and outlook, and to receive some preliminary tips on how to increase your resilience.

Saville Consulting Wave® Styles assessments are built around one integrated model based on a rich understanding of personal motives, talents, competency potential and preferred culture. The concepts of motive and talent are central to the structure and have real implications for selection, individual development, career planning and performance.

The Innovation Potential Indicator looks at behaviours that affect how new ideas, processes and products are generated, developed and implemented. For organisations fuelled by new ideas and constant change, this assessment bridges the gap between what you know about someone in the present and their future potential for innovation and creativity.