Corporate Workforce Assesments 

The Hogan Personality Inventory (HPI) is a measure of normal personality and is used to predict job performance. The HPI is an ideal tool to help you strengthen your employee selection, leadership development, succession planning, and talent management processes.

The HPI was the first inventory of normal personality based on the Five-Factor Model and developed specifically for the business community. The HPI is a high-quality psychometric evaluation of the
personality characteristics necessary for success in careers, relationships, education, and life.

Whether you are implementing an organizational assessment process or enhancing your executives’ development, the HPI reports can help you identify the fundamental factors that distinguish personalities and determine career success.

The IPIP-NEO in an acronym for ‘International Personality Item Pool – Neuroticism, Extraversion & Openness’ and is a personality questionnaire that assesses people on the Big Five model (Created by Costa et al.) of Openness, Conscientiousness, Extraversion, Agreeableness & Neuroticism. It is a scientifically based test of personality traits and is generally accepted worldwide as one of the more highly regarded, and accurate, personality questionnaires. Individuals’ answers to the test are compared with others’ results, giving a standardized way to test personality, and without the comparison to others’ results, the test becomes less meaningful.  

The five traits mentioned above are thought to be of varying degrees the main parts that make up a person’s personality:

Openness – The degree to which an individual is creative and imaginative or conventional and grounded.

Conscientiousness – The measurement of an individual’s ability to control their impulses.

Extraversion – The extent to which someone is out-going and enjoys interacting with the external world.

Agreeableness – The measure of social harmony, non-confrontation & cooperation that an individual may pursue.

Neuroticism – The number of negative feelings/emotions an individual may feel.

It takes a normative, Likert-type scale approach to its questioning, meaning there can be problems in reliability of data with falsified answers from social desirability bias, etc. but these are usually found out with further measures of competency.

Using the Kolbe assessment at Exxelo lets us understand ourselves better – our strengths, our motivations, and how we each approach problems to be solved.

Knowing our scores helps us understand who we can lean on when needed, and who can offer support in areas we lack. Kolbe scores also help management understand what they can do to support improvement and growth for each team member, and which tools each person needs to succeed. This is especially important for global companies working to engage teams dispersed throughout the world.

We’re huge fans of Kolbe around here, and it all starts with the hiring process. If you aren’t familiar with Kolbe, let’s start with the basics.

The art to using Kolbe scores is in finding a complementary mix of strengths for each team, so as you add new team members into the mix, their skills, abilities and instincts will support – rather than conflict or compete with – their new coworkers. Whether or not you use Kolbe assessments, focusing on how new employees’ personalities and skillsets will work within the context of their teams is well worth doing. Building a balanced team is an important strategy for improving employee engagement.

Emergenetics is an easy-to-understand communications profile that is effective for the workplace, individuals, and students.  It is unique in the fact that it differentiates how we think from our observable behaviors. 

To uncover how someone thinks, we are able to understand what makes that person tick and what motivates and drives their performance.  And when we identify our behavioral preferences, we gain an appreciation for just how much energy we put into these behaviors.  It all makes perfect sense when it comes together!

Four Thinking Attributes

Each person possesses, to a certain degree, each Thinking Attribute.  It is the energy you generate around these Attributes that distinguishes your personality.  Awareness of Thinking Attributes provides team members with the opportunity to leverage strengths and energy providing increased engagement and collaboration across the team.  The Emergenetics Profile highlights the percentages across each of the Thinking Attributes.  Ultimately individuals are a blend of the four Thinking Attributes with one or more Attributes being more prominent.  A Thinking Preference is determined with a result of ≥ 23%.

Analytical Thinking (represented by the color blue) is logical, rational, objective, factual, and skeptical.

Structural Thinking (represented by the color green) is practical, cautious, predictable, and methodical.

Social Thinking (represented by the color red) is sympathetic, connected, socially aware, and intuitive about other people.

Conceptual Thinking (represented by the color yellow) is imaginative, creative, innovative, visionary, and intuitive about ideas.

The Thomas-Kilmann Conflict Mode Instrument (TKI®) is the leading measure of conflict-handling modes. One of the reasons for the Thomas-Kilmann’s popularity is that it shows how each conflict mode can be useful for dealing with conflict in certain situations. The TKI® allows people to appreciate the value of their own conflict styles and also learn the value of other styles as well. Using the Thomas-Kilmann assessment allows people to focus and build on their strengths.