Psychometric assessments can be used as an add-on for our workshops or as a standalone interventions for individuals and/or teams. Assessments are often a terrific complement to executive coaching and can help frame an individual’s developmental goals.
Dr. McHale only uses psychometric assessments that have been rigorously researched and tested for reliability and validity. She may recommend a particular assessment over others based on the unique goals and needs of each client.
David Kantor’s theory of Structural Dynamics (SD) has been proven to help develop greater self-awareness in individuals and teams, as well as provide a shared vocabulary and frame in which to understand communication. SD is ideal for those individuals and teams striving for more effective and dynamic interpersonal interactions, and it is Dr. McHale's preferred tool for teams that are stuck in non-productive communication patterns, and for individuals and teams seeking greater agility in their behavioral repertoire. Dr. McHale is one of only two licensed Kantor practitioners in Asia.
Hogan Assessment Suite
Dr. McHale has advanced certification in the Hogan Assessment suite, consisting of the Hogan Personality Inventory (HPI), the Hogan Development Survey (HDS), and the Motives, Values, Preferences Inventory (MVPI). She is also certified in the Hogan 360.
Fearless Organization Scan
The Fearless Organization Scan (FOS) is a new team assessment tool that measures levels of psychological safety, based on decades of work by Dr. Amy Edmundson of Harvard Business School. Edmundson is a best-selling author and considered to be one of the foremost experts in this space. The FOS was developed to provide teams with a framework for improving overall levels of psychological safety, enhance communication, and enable more effective decision-making.
Korn Ferry Leadership Solution
The Korn Ferry Leadership Solution (KFLS) is Korn Ferry’s signature leadership assessment, based on decades of research and workplace application. It measures individual’s competencies, traits, and drivers and compares those results with an ideal profile for a specific role.