[Ailist] AI and assessments

Tue Mar 10 07:19:08 MST 2009

I've been using a tool called TriMetrix (TTI assessment) Personal Talent
Assessment since it was published. There is a "summary" report which is more
of a metric reporting with national norms to compare to. There is a 80+
detailed "coaching" report that can then be generated providing different
versions for different applications, of which Leadership is one of those
versions. Other versions include Emotional Intelligence, Sales Management,
etc. I've used the Leadership coaching report in mid-management workshops
and as part of coaching and larger goals for the organization. The TriMetrix
is considered a "neutral" report with an "appreciative" leaning. One
section, the personal talent skills inventory, is based off of Hartman's
work. Hartman focused on what was "good" in people.  The other two parts are
a person's DISC behaviors and personal values (motivators). Even when I've
been brought in to an organization to help someone in a "corrective action"
mode they have received the report findings very positively and found the
insights very helpful toward focusing on what was needed while clearly
bringing out what was good (strengths) about the person. 

See this link for a flyer:
http://www.nielsongroup.com/hiringforfit/TriMetrix_Flyer.pdf 

Call me or email me (cnielson at nielsongroup.com) if you want more
information.

I have had so many clients share with me that they had experienced less than
acceptable results from MBTI (across many companies using many MBTI
consultants) that it has convinced me it is not worthy of being used. To a
person, everyone who had received the MBTI in the past and was working with
me using the TriMetrix stated the difference and value was like night and
day (different expressions but same message). 

Carl Nielson, CPBA, CPVA, TriMetrix
Managing Principal
The Nielson Group and SuccessDiscoveries
Coaching Organizations and Individuals for Breakthrough Performance
Hiring for fit strategies, team effectiveness, management coaching skills,
individual coaching
http://www.nielsongroup.com
http://www.successdiscoveries.com 
Office: (972)346-2892
Mobile: (972) 824-2520
Fax: (775) 667-9320
The main thing is to keep the main thing the main thing.
A dream is just a dream. A goal is a dream with a plan and a deadline.
Subscribe to our free monthly e-zine for managers and leaders at
http://www.nielsongroup.com/newsletter/subscribe.shtml

-----Original Message-----
From: ailist-bounces at lists.business.utah.edu
[mailto:ailist-bounces at lists.business.utah.edu] On Behalf Of Roger Davies
Sent: Tuesday, March 10, 2009 7:42 AM
To: 'RICHMOND, CAROL'; 'Nancy Stetson'
Cc: ailist at lists.business.utah.edu
Subject: RE: [Ailist] AI and assessments (?MBTI 2)

Hi Carol,

It's not really my field but I have been in a middle management position for
15 years. Does evaluating an individual really give you a true sense of
their leadership capability? To me the acid test is to ask those who are
being led to appraise their leader. Work is about making connections and
using networks. I suspect that the people in my networks will give you a
better impression of my qualities than I alone will. I would recommend some
sort of 360 component to any evaluation.

Roger

-----Original Message-----
From: ailist-bounces at lists.business.utah.edu
[mailto:ailist-bounces at lists.business.utah.edu] On Behalf Of RICHMOND, CAROL
Sent: Monday, March 09, 2009 10:34 PM
To: Nancy Stetson
Cc: ailist at lists.business.utah.edu
Subject: [Ailist] AI and assessments (?MBTI 2)

Hello Nancy and all,
I am working on creating an AI session for middle  leadership as part of a
conference on self awareness. I am looking for a personality assessment
whose questions lead in the direction of identifying leadership strengths
and builds on the AI topic of inspirational leadership. I am familiar with
strengthquest and strengths finder and EQ. I heard of MBTI 2 but have not
seen it. I am trying to move away of a model of leadership personality trait
assessments that are based on the industrial society model with a problem or
deficit based focus to one that identifies leadership potential for our
information age and offer a post modern direction. II do like the process of
360 but it develops weaknesses you have used a personality/leadership
values, skills, traint assessment that is consistent with AI principles.
Please let me know. 
thanks so much for your help
Carol Richmond

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