Psychometric Instruments
As a business, we are not locked into any one specific psychometric assessment. Instead, we prefer to select that or those tools that best fit our clients’ needs.
Our consultants are accredited in many of the leading instruments such as TypeCoach, MBTI, Hogan Assessment Systems, DISC, TMS, and others.
TypeCoach delivers practical applications of personality type to drive business results, including onsite corporate training programs, consulting, executive coaching, online tools, and products.
The TypeCoach solution provides a practical look at and use of Jungian type theory by leveraging the four scales made popular by MBTI:
- Energy (E v I)
- Information (S v N)
- Decision Making (T v F)
- Organizing (P v J)
If you are an internal HR decision-maker, we are able to offer complimentary access to TypeCoach online tools.
So if you are planning your next team building session, team development strategy, individual or group coaching initiative; give some thought to how dit dah might help you to utilize TypeCoach tools to strengthen your strategy.
Needs Assessment
A needs assessment is a systematic process for identifying and addressing a gap or gaps between the current state and desired state.
The discrepancy between the current and desired state provides clarity on what needs to be done in order to achieve our desired state.
Put more simply, if we know what is missing we can do something about it.
At Dit dah, we have a strong belief in the need for development strategies that are based on tangible metrics.
At dit dah, we have a range of instruments to assess the above-mentioned gaps which include the following:
- Customer Satisfaction Surveys. We have developed a robust system of assessment based on work done by a global consulting firm and a top-two manufacturer. The approach takes a ‘both-side’ rather than a single view of service levels and so is significantly more powerful.
- Training needs analysis.
- Leadership assessment for any and all levels of management.
- Functional assessment (operations, finance, sales, logistics, and so on).
- 360-degree assessments.
- Cultural splash assessments – looks at the impact of training within the network of those that attended the training.
- Training ROI assessments.
Employee Surveys
In most cases, an Employee Satisfaction Survey (ESS) aims to determine employee satisfaction.
Satisfaction surveys gather information on a range of work and non-work-related issues, such as job satisfaction, compensation/benefits, company policies, retention, work hours, and so on. It all depends on the purpose of the survey.
It all depends on what works best for you.
It is important to note that we have run surveys that address the needs of small teams and surveys that seek input from employees spread across the globe and everything in between.
At dit dah, we can:
-
- Act as a 3rd Party and run your survey for you using your survey instrument (s).
- Work with you to create a tailored survey that:
- you could run with or without our help, or
- deliver the survey for you.
- Use a dit dah survey:
- you run the survey, or
- We run the survey.
Team Effectiveness
The concept of building a team means different things to different people.
Certainly, the range of approaches on the market to team building encourages this diversity of understanding and expectation.
Our approach is one of using games and experiential learning to identify specific inter and intradepartmental issues. We use several models in the process, including the TypeCoach model of team types, several games and activities drawn from the Australian Army, and much of the established management theory of team dynamics and development.
We focus strongly on the bene ts of difference, the implication of different personality types in a work setting, and appropriate strategies for dealing with colleagues with different preferences. The activity can be conducted indoors, outdoors or a combination of both depending on your specific needs.
While the activities are enjoyable and, in many cases unexpected for the participants, most of the learning occurs during the post-activity feedback sessions where we explore the implication of what happened during the activity from both a personal and team perspective. These experiences are then related to a real-work situation, that is the workplace of the participants.
We have worked with Vietnamese, Taiwanese, Chinese-Americans, Canadians, French, Swiss, Italian, Filipinos, Singaporeans, Australians, Dutch, Cambodians, Sri Lankan, Bangladeshi, Indonesian, and of course Thai, and all have enjoyed and benefited from the experience.
Assessments & Surveys
Depending on team enhancement need, we have a range of solutions:
Lencioni’s dysfunction theory deals with Hindrances and Countermeasures. In short and perhaps a bit simplified, the theory covers the following five (5) dysfunctions:
Option here include:
- Psychometric instruments such as TypeCoach.
- Team effectiveness surveys. A team survey that looks at individual teams and assesses 12 separate team effectiveness elements together with 360-degree intra-team communications.
- The 5 Dysfunctions of a Team. Based on a highly successful book and simple theory by the New York Times best-selling author Patrick Lencioni, who is also recognized for his work ‘Death by Meetings’ and a number of other successful business books.
Lencioni’s dysfunction theory deals with Hindrances and Countermeasures. In short and perhaps a bit simplified, the theory covers the following five (5) dysfunctions:
- Absence of trust
- Fear of conflict
- Lack of commitment
- Avoidance of accountability
- Inattention to results
Option here include:
- Complete team building session (one or two days) built around the work by Lencioni, or
- Advice on / support for an in-house delivery program using the 5 Dysfunctions assessment instrument.
