Tools & Techniques
Why use diagnostic tools?
Diagnostic tools are a useful mechanism to help understand some of the dynamics that are playing out in the organisation. Like all tools or questionnaires, they are subject to bias so their successful use depends on how they are positioned, the application of the results and the experience of the practitioner. It is important that they are not seen as an answer in themselves, but rather as a means to tap into the key issues and messages.
Tools can be useful for a number of reasons:
- they are relatively quick and straightforward to complete so tend not to be too onerous for people to fill in
- they are based on robust research and are valid and reliable measures
- we give people feedback based on the result and relate the findings to the persons development
AEM Cube
What it measures?
The AEM-cube® is a valuable tool for use in Coaching, Team Development, Change Workshops Leadership programmes.
Who is it for?
HR Managers and Change Agents, Coaches, Learning and Development Specialists can use the Concepts of the AEM-cube® to support the change cycle.
Most Frequently Used for:
- Individual's and teams' posture towards change, challenge, task and purpose.
- Helping individuals to understand their positions within a team. The report links the need for diversity of thinking with the need for congruence of vision, value and behaviour as a powerful platform to building trust and increasing performance.
Organisational Culture Inventory® (OCI)
What it measures?
The OCI is recognised as one of the most widely used and thoroughly researched organisational surveys in the world. The OCI provides a picture of an organisation’s operating culture in terms of the behaviours that members believe are expected or implicitly required. By guiding the way in which members approach their work and interact with one another, these “behavioural norms” determine the organisation’s capacity to solve problems, adapt to change, and perform effectively.
Who is it for?
Appropriate for members of large organisations, small businesses, governmental agencies, health-care and other professional organisations.
Most Frequently Used for:
- Validating the need for change on the part of organisational members
- Planning and monitoring organisational development programmes
- Supporting programmes designed to enhance member engagement, organisational learning, quality and reliability, and/or customer service
- Facilitating mergers, acquisitions, and strategic alliances
- Measuring culture for academic and research purposes
MBTI® (Myers Briggs Type Indicator)
What it measures?
This measures how a person typically behaves towards others and how the individual would like others to behave towards him/her. It is particularly effective in reviewing team relationships and development. It is a psychometric questionnaire designed to measure psychological preferences in how people perceive the world and make decisions.
Who is it for?
Individuals in organisations looking to build their self awareness. Assertiveness skills training or teams going through change.
Most Frequently Used for:
- Individual and leadership development
- Team building and development including communication styles, change contributions and stress/resilience
- Executive coaching
- Conflict resolution
FIRO-B® (Fundamental Interpersonal Relations Orientation – Behaviour)
What it measures?
This measures how a person typically behaves towards others and how the individual would like others to behave towards him/her. It is particularly effective in reviewing team relationships and interpersonal behaviour.
Who is it for?
Individuals in organisations looking to build their self awareness. Assertiveness skills training or in teams going through change.
Most Frequently Used for:
- Individual and leadership development
- Team building and development
- Executive coaching
- Conflict resolution
Benchmarks - 360 degree Feedback
What it measures?
A 360 degree feedback questionnaire which provides leaders and executives with comprehensive feedback on key behaviours vital for business success. Individuals gain peer and direct report feedback on the sixteen factors for success as a leader and also the five factors that can stall a career.
Who is it for?
Executives, Senior managers and middle managers.
Most Frequently Used for:
- Executive coaching
- Management Development
- Senior Level Team Alignment
Strategy Facilitation Workshops
What it measures?
Our facilitators help you to measure the effectiveness of your strategies and communication plans to support change. We measure how aligned the senior team is at the top of the organisation.
Who is it for?
- Executives
- Senior managers
- Middle managers
Communication Strategy
What it measures?
Translating the vision into a communication strategy to ensure that the change is communicated effectively. Messages are devised and channels and media chosen in line with the culture of the organisation following full analysis of where the organisation is likely to resist change.
Who is it for?
- Executives
- Senior managers
- Middle managers
