Psychometric Profiling
Psychometrics is the field of study concerned with the theory and techniques of psychological measurement. It involves the design, administration, and interpretation of quantitative tests that measure psychological variables such as preferences, personality traits, attitudes, abilities, and mental health.
Approved tests are consistent (reliable), measure what they’re supposed to (valid), are given the same way to everyone (standardised), and can compare results fairly using average scores (norms). It also uses statistical methods to check how well individual test questions work.
Psychometric tools provide teams and individuals with valuable insights into their strengths, development areas, and preferences, improving self-awareness and supporting better decision-making, team development, and personal growth.
They can be used in isolation or used to add value to training programmes, one-on-one coaching, or team development sessions.
TTI Success Insights Behavioural Assessment
For years businesses and organisations globally have relied on TTI Success Insights, a research-backed, award-winning and validated psychometric assessment. Basing the behavioural scales on four colours makes this memorable, engaging and easily transferable to the work-place.
It is based on four separate dimensions:
Dominance - How you respond to problems and challenges
Influence - How you influence others to your point of view
Steadiness - How you respond to the pace of the environment
Compliance - How you respond to rules and procedures set by others
Whether you're leading a team, working through conflict, or simply looking to understand yourself better, DISC provides a proven framework for building stronger connections and achieving better results to help you work at your best.
Myers Briggs Type Indicator (MBTI)
STEP I
MBTI Step I is the original and most widely used version of the Myers-Briggs Type Indicator, a personality assessment based on the psychological theories of Carl Jung. It helps individuals identify their psychological type across four key preference pairs, resulting in one of 16 personality types (e.g., ISTJ, ENFP, etc.).
The Four MBTI Preference Pairs:
1. Extraversion (E) or Introversion (I) – Where you focus your attention and get your energy.
2. Sensing (S) or Intuition (N) – How you prefer to take in information.
3. Thinking (T) or Feeling (F) – How you make decisions.
4. Judging (J) or Perceiving (P) – How you interact with the outer world and approach life.
Each person has a natural preference in each pair, and together, these preferences create a personality "type" (e.g., INFP, ESTJ).
MBTI Step I is a powerful, accessible tool that offers a shared language and framework for understanding yourself and others. Its benefits extend across personal growth, professional development, and organisational effectiveness.
“Knowing your type is like getting a user manual for yourself.”
MBTI isn’t about putting people in boxes—it’s about helping them understand the box they naturally fit in, and how to step out of it when needed.
Myers Briggs Type Indicator (MBTI)
STEP II: A deeper dive!
Step II builds on your Step I type but adds nuance and insight through five “facets” within each of the four type dimensions—20 in total.
For example:
· Within Extraversion–Introversion, Step II might explore:
o Initiating vs. Receiving
o Expressive vs. Contained
o Gregarious vs. Intimate
o Active vs. Reflective
o Enthusiastic vs. Quiet
This means two people who are both ENFPs might differ significantly in how they express their Extraversion or Intuition—Step II reveals those subtle differences.
Step 2 goes beyond type labels to explore how you uniquely express your preferences. It helps resolve issues like "I don't feel like a typical INTJ"—because it shows how you're different from others with the same type, helping to clarify their natural preferences through deeper data.
Lumina Spark
Unlock the Power of Personality with Lumina Spark
Lumina Spark is a dynamic personality profiling tool designed to improve communication, collaboration, and performance across teams. Unlike traditional models that label or box people in, Lumina Spark explores behaviour through 24 practical and relatable qualities — offering a fresh, nuanced view of what makes each person unique.
Participants gain insight into three key personas:
🔹 Underlying – their natural motivations and preferences
🔹 Everyday – how they typically show up at work
🔹 Overextended – how they react under stress
Through an engaging, interactive workshop, your team will:
✔️ Understand themselves and others more deeply
✔️ Build stronger working relationships
✔️ Spot hidden strengths and potential
✔️ Learn how to adapt and thrive in changing environments
Whether you’re looking to strengthen team dynamics, develop leadership, or enhance self-awareness across your organisation, Lumina Spark is a powerful, people-focused solution.
Hogan Assessment
Hogan is a self-score assessment which provides information about how people are most likely to see us; in short, it gives us insight into our reputation.
‘Your reputation…is what everyone else thinks of us, and it’s based on our overt behaviours and social skills. Your reputation is the person other people think you are, and your success in the workplace is dependent on your reputation.’ (Hogan Asessments)
With the Hogan Leadership series you receive three reports:
1. Information on ‘bright side, which describes how we relate to others when we are at our best. This is how we are seen most of the time.
2. The second report gives insight into our ‘dark side’ – how we may appear when under stress, for example. Building awareness of these can help us spot the early signs of strain, or it can help us understand what presses a colleague’s ‘hot buttons’!
3. The final report shed light on the why of what we do - our values and movtivators.
Hogan reports can be used solely by one individual for their own self-awareness and personal development. They can also be completed by entire teams, which helps the team overcome difficulties, become a high-functioning team or learn how to get the best from each other and to capitalise on the strengths of all the team. Knowing what is important to you, as a leader, is also helpful in setting culture in the organisation.
Firo-B (Fundamental Interpersonal Relations Orientation - Behaviour)
FIRO-B (Fundamental Interpersonal Relations Orientation-Behaviour)
FIRO-B is an easy and quick self-score questionnaire, and the subsequent report provides the individual with insight into their social needs. It really creates value when colleagues share their results with each other. When we understand that we all have different levels and preferences for social contact, relationships and ways of communicating, it enables us to flex our own behaviours when working with others, as well as building awareness of your own needs and how to communicate these to colleagues.
The FIRO-B report generates six main scores; three of which are indicators of the type and amount of social need we want for ourselves, and three of which describe what we express to others. The three dimensions (for both ‘Wanted’ and ‘Expressed’) are:
· Inclusion
· Control
· Affection
Knowing our own preferences can help provide insight on why we behave the way we do, explain previously unconscious drives to certain behaviours, or more simply, for example, explain why we go home feeling exhausted after a day full of meetings! Understanding the needs of others helps us to communicate more effectively and to know when and how to build better relationships. When FIRO-B results are shared within a group, it gives that group a ‘language’ with which to explain our own needs and expectations.
EQ-i 2.0 and EQ-360 – Emotional Intelligence Assessment
Having Emotional Intelligence is essential for building relationships and teams, solving problems, resolving conflict, leading effectively and building resilience. EQ-i 2.0 is a self-report and is the leading, most widely used, scientifically validated assessment to measure Emotional Intelligence (EI).
EQ-360 assessment provides a more in-depth analysis by asking those who work with the participant to provide information as well. When both assessments are compared, a more detailed profile emerges. The total scores from the reports can be broken down into five composite areas with 15 separate sub-scales by asking participants how frequently they use different emotional skills.