Using Assessment Tools

Evoke Development believes that assessment can provide organizations with valuable insights about an individual’s abilities and behaviors.

This information can be invaluable when trying to solve complex workplace challenges. Assessment can measure:
  • Personality using instruments such as the WorkPlace Big Five Profile 4.0TM, Myers-Briggs Type Indicator, or the Hogan Personality Inventory.
  • Behaviors and Styles using assessments such as DiSC, DESA, or the Personal Style Indicator.
  • Values using assessments such as the WorkPlace Values Profile or VIA Me.
  • Career Development using assessments such as The Career Guider, KnowdellTM Career Values Strengths Profile, or Motivational Appraisal of Personal Potential (MAPP).
  • Potential and Competencies using assessments such as the Korn Ferry Assessment of Leadership Potential, Thomas-Kilman Conflict Mode Instrument, or Clifton StrengthsFindersTM.
Let Evoke Development help you to identify the most effective assessment tools to meet your specific needs.

Why is Understanding Personality at Work Important?

It impacts the bottom line.

Frustrated Coworkers
Susan, Terri, and Tom have been working together for years. Although they all get along fairly well, they are frequently frustrated by each other. Susan can’t understand why Terri gets so upset over minor changes or issues and seems to rehash them for weeks. Terri can’t understand why Susan is so “matter-of-fact” and insensitive all of the time, dismissing issues almost as soon as they are identified. And, neither Susan nor Terri can understand why Tom has to question everything all of the time.
Battling Bosses
Zack and Melody manage two competing sales divisions. Zack’s group is known for providing outstanding service and Melody’s group is known for closing deals quickly. Both are constantly bad mouthing and blaming the other for problems occurring with shared accounts. Senior management is fed up with their behavior and expects them to resolve their conflicts and create an environment of mutual respect or both will be asked to step down even though they are both valuable team members.
Top Performer
Lee out-performs everyone in the department and has consistently had outstanding reviews from his manager and customers. Senior management wants to know how he does this and if he can be cloned.

It's All About Performance

Each of these examples relates to individual and organizational performance. Understanding the dynamics associated with personality in the workplace plays a key role in how one behaves, reacts, and engages with others. Personality awareness can improve how individuals communicate, motivate, and persuade others – directly impacting your organization’s bottom line.
  • Develop trait profiles to use in the selection process that helps maximize department and company performance by improving the accuracy of candidate selection.
  • Link identifying job competencies with targeted job profiles.
  • Identify traits and behaviors of team members and discuss optimal interactions (relationships) to improve individual and team performance.
  • Help managers identify different motivations and belief systems of their staff members so they can manage to the individual, not the group.

WorkPlace Big Five ProfileTM 4.0

Learn how the WorkPlace Big Five Profile TM uses the most widely accepted personality traits around the world to help you increase your bottom line. The WorkPlace Big Five ProfileTM is based on the Five-Factor Model of Personality, which includes five personality supertraits and 23 subtraits that simply and clearly explain the work-related behaviors that all working people encounter daily in coworkers, employees, managers, and colleagues. Dr. Pierce Howard and Jane Mitchell Howard (MBA) began developing the WorkPlace Big Five ProfileTM in the late 1990s and launched the first version in January 2001. The instrument consists of 107 items that measure five supertraits (listed below) and 23 subtraits. All of the items were submitted and reviewed by an employment attorney to ensure that they do not violate pre-employment testing guidelines. 
The WorkPlace Big Five ProfileTM
  • Need for Stability - The degree to which we respond to stress.
  • Extraversion – The degree to which we tolerate sensory stimulation from people/situations.
  • Originality – The degree to which we are open to new experiences/ new ways of doing things.
  • Accommodation – The degree to which we defer to others.
  • Consolidation – The degree to which we push toward goals.
Individuals completing the online questionnaire will receive a WorkPlace Trait Report that provides specific scores for each trait and subtrait. They will also receive a WorkPlace Narrator Report that provides an interpretive narrative that explains the typical meaning of scores on all 28 traits.

How Can the WorkPlace Big Five ProfileTM be Used?

The WorkPlace Big Five ProfileTM is designed for a variety of uses with people in the workforce. The questionnaire items use common workplace language that is easily understood. The workplace-oriented reports focus on performance issues. Application opportunities for these test results include: 
  • Team Development and Effectiveness
  • Executive and Individual Coaching
  • Pre-Employment Screening and Selection
  • Job Profiling
  • Succession planning
  • Career Planning
  • Competency Assessment and Development
  • Training classes, where a reference to personality traits is desirable, such as: Leadership Development, Sales, Communications, Conflict Resolution, Assertiveness, Customer Service, Diversity Issues, Problem-solving, Supervisor/Management Development

Begin Incorporating Assessments into Your Organization.



Read blogs about Assessments.

February 11, 2014

Leveraging Non-Cognitive Skills

Colleges and universities are finally starting to realize that there is a lot more to a student’s potential than just one’s math and language test scores. I’ve known plenty of individuals who don’t do well on standardized tests yet they always seem to thrive in life when faced with challenges. Why?  Because they aren’t afraid to admit it when they don’t know something and they look at each moment as a learning experience. They are emotionally mature, persistent, resilient, and curious. […]
April 4, 2013

Persistence or Perfect Test Scores – Which Better Predicts Long-Term Success?

lan Boyle recently wrote a great article that talks about how many organizations are no longer just gauging success on test scores and academic excellence. Instead, they are also looking at noncognitive skills (things like grit, drive, or persistence) which actually may do a better job of predicting individuals’ long-term success.   I encourage you to take a few minutes to read Alan’s article – Noncognitive Measures: The Academic Trend that Could Change Everything and would love to hear what you think.
August 6, 2010

Personality Set for Life by 1st Grade, Study Suggests

Our personalities stay pretty much the same throughout our lives, from our early childhood years to after we’re over the hill, according to a new study. The results show personality traits observed in children as young as first graders are a strong predictor of adult behavior.  Read more.
June 22, 2010

Center for Creative Leadership Adds WorkPlace Big Five Profile to Flagship Program

When the Center for Creative Leadership’s flagship Leadership Development Program (LDP)® rolled out in June in its revised format, it included a new broad-based personality assessment — the WorkPlace Big Five Profile 4.0™. This assessment, published by CentACS (Center for Applied Cognitive Studies) of Charlotte, NC, relates to people’s personalities in their everyday jobs. Instead of using clinical or psychological terms like many current personality assessments, the WorkPlace Big Five uses work terms and work-related examples in its questions and […]
March 1, 2010

A Tour of Your Tomorrow: A Videotape Review

In a world full of choices, making the right career decision can be difficult. The career decision-making videotape, A Tour of Your Tomorrow (1993), by Rich Feller and Joe Vasos, allows individuals of all ages to see and understand many of the career choices available to them. The two-part videotape series divides the working world into six Holland type-of-interest categories: Crafts Scientific The Arts Social Business Office Operations Segments on each category encourage individuals to use their strengths and diversity […]