During my Psychology degree at Erasmus University I researched the effect of emotional intelligence (EI) on commercial skills by conducting a webcam test. A summary of my findings appears in this blog. A key finding was that two aspects of emotional intelligence can predict commercial skills. The Commercial webcam test proved to be reliable.
The Quinn competitive values model distinguishes between four organisational modalities:
flexibility, control, internal orientation and external orientation. These succeed each other according to the circumstancxes within which an organisation operates. ‘Quinn’ is a useful model for coaching and Management Development.
In an internationalising environment, we are often asked if immigrants can be assessed with our capability test material and if our tests would be applicable abroad. I would like to comment on my experience with this subject in this blog, and make recommendations on how to be careful when making a choice between capability test materials.
The Work-related Personality questionnaire is partially based on the Big Five theory. The factors of the Work-related Personality questionnaire differ from those of the Big Five because the Work-related Personality questionnaire was specifically designed for practical application in advice and selection processes that are part of Human Resources Management. We are often asked to outline the relationship between the Work-related Personality questionnaire and the Big Five, and I am happy to do so.
It is always a good idea to test a candidate’s intellectual ability, particularly when the job in question requires a certain amount of brainpower. But why? And if we do so, which tests should we use? And even more important, where do we draw the line?
I’d like to run you through three cases that illustrate the strategic importance of intelligence tests at three companies. You will better understand how intelligence works after reading this article – and hopefully apply intelligence testing during selection processes.
Most of the trainers in the field of teambuilding and team effectiveness use Belbin’s Team roles. For years, however, I have been a fan of the model of Eduard de Bono; the six thinking hats. I would like to discuss the differences and promote the six thinking hats approach, because it is is fun and effective!