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Testing

You would like to increase your ability to definitively determine your employees’ potential, and to add greater depth to the effectiveness of development measures? You have realized that there are aspects of leadership behavior that are only partially or not at all observable, but that nonetheless have an impact on the behavior of employees? In addition to observable behavior, you would also like to shed light on personal drivers, motivators, and mental blocks?

An Addition to Behavior Observation

Testing offers the opportunity to make facets of an employee’s personality tangible that would otherwise only be visible in the act, and could often not be accurately interpreted. By using the targeted, additional approach of a test, in combination with dynamic assessments, this diagnostic gap can be perfectly bridged.

Uses

Target Groups

The USP Leadership Experts Approach

We work with our customers to determine, which competencies should be identified, and which procedures are best suited to their aims in order to offer the greatest additional diagnostic benefit. Thus the impact of development and selection interventions can be dramatically increased.

Benefit for Personnel Developers and Decision Makers

The one who has authorized the test gains a clear picture of the participant’s potential and motivation. Personnel decisions and planning of further development measures can be even more precisely defined.

Benefit for the Participant

The participant, on the other hand, confronts himself and his own personal attitudes, and based upon the test results, receives both a detailed report of results as well as a thorough feedback conversation that encourages his potential. The test result reflects which aspects of the personality could have what outward impact. This self-mirroring allows for a much more intense confrontation with personal strengths and weaknesses than would be possible if it were based purely on observations and then given as feedback. The development feedback generated in an Assessment or Development Center and given from the outside opens up different avenues of reflection and also gives rise to other kinds of resistance than would occur in the case of a test of accumulated self-evaluation or a self-lead intellectual approach. A different level of engagement with the topic is opened up to the participant than would be possible if working solely with feedback or cognitive self-reflection.

Important Side Effects

Strengthening the Impact of Measures Taken

If we apply testing in addition to a Development Center or Assessment Center, we can identify not only the observable behavior, but also the non-visible personal motives, drivers, and mental blocks. This optimizes the interpretation of observable behavior and increases the weight of a prognosis for future behavior. Potentials are thus more accurately diagnosed. When participants prepare for assessments in such a driven way that they gather information about the supposedly desired behavior and then attempt to fulfill this ideal image, somewhat incongruous behavior patterns and results can be observed. The application of testing, however, augments the setting with a less manipulable component that delivers an additional indicator for verifying the observable behavior.

When testing is used before development programs or coaching, the Leadership Expert and the participant gain a good overview of the relevant aspects of the participant’s profile. As a result, the intervention can be even more customized to the candidate. Because of this additional reflective instrument, both the coach and the participant hone in on the participant’s central issues much faster.

Testing That We Offer

Thanks to strong cooperation partners in testing development, we offer a large spectrum of procedures that allow us to serve the customer’s needs exactly. All procedures fulfill the requirements of high quality testing and carry internationally recognized seals of approval. The tests are offered online so that in their delivery we can easily combine them with various formats.

USP Leadership Experts carry licenses for classic procedures that are well established in the market, and also for topic specific solutions based on the most current neurological and behavioral research.

Conclusion

Depending on the question being asked and the overall aim, testing is a sensible addition to various diagnostic procedures and development programs. From our point of view, it does not make much sense to rely solely on testing for diagnosis of competencies. Firstly, this result is only ever based on self-evaluation. Secondly, no test procedure is based upon the customer’s competence model, rather it references the international benchmark of a comparable group. Furthermore, tests are not suited for predicting behavior across a wide spectrum. We always rely on a combination of procedures in order to most optimize the efficiency and effectiveness for the customer.