The ChangeGrid & Psychometric Tools

Hi, Everyone!

Personality tests, values profiles, strengths assessments, 360° feedback reports and countless other varieties of psychometric tools are in widespread use by human development professionals in both organizational and independent settings — and have been for many, many years.

The reasons for their enduring popularity are well-established: they offer greater insight and understanding for the respondents and those around them; they can be used to enhance teamwork, improve communication skills and impact relationships; and they help establish an individual’s level of readiness for a specific job and the appropriateness of different tasks for each member of a team.

But in and of themselves, they don’t change much. In fact, many companies are often left wondering how the bottom line has actually been improved as a result of their investment — and that’s something we can easily change.

At the conclusion of every psychometric experience, the same question arises — “Now what?”

As that question is answered, a ChangeGrid activity list takes form.

Here’s an example, based on my personal experience of the Peoplemap profile, on which I tested as a “Task” type.  As is always the case with typological systems, each type brings with it a host of highly desirable traits and a litany of opportunities to expand one’s horizons and develop greater behavioral flexibility.

Typically, the narrative report that accompanies traditional psychometric results includes several suggestions for areas the respondent would benefit from some focused attention. Those recommendations can be directly transferred to a ChangeGrid activity list — and expanded through dialogue between the respondent and the professional. With an upward capacity of 50 activities, the ChangeGrid allows you to create a thorough and comprehensive list of behavioral objectives to explore.

In my case, as a Task type there are at least 10 suggestions for areas of focus, as listed in my ChangeGrid report shown below:

T's Peoplemap Development Plan ChangeGrid (CLICK to view at full size.)

While I have no argument that these are all areas that a Task type may find lacking, being aware of them — even acknowledging them — changes little or nothing.  By administering the ChangeGrid, a whole new level of understanding can be achieved — and the chances for REAL change to occur can be dramatically enhanced.

Let’s see what my ChangeGrid says about the likelihood that I’ll follow through and actually DO something to positively impact my performance in some of the areas.

As far as “dealing with perfectionist tendencies” and “appreciating the relationship with the person in front of me when they distract me” are concerned, I’m in Stress.  I have no idea HOW to handle these situations differently than I am — and the thought of it just feels impossible.  That alone bodes poorly for me making any improvement — since I feel like I CAN’T — but the greatest issue I’d need to overcome is the level of importance I associate with the two areas in question. I simply don’t believe that I need to change anything — it’s NOT important to me.

At the other extreme, I’m in Apathy about “scheduling ‘me’ time in my calendar that I will adhere to follow” AND I don’t think it’s all that important, so no tension + no importance = no change.

But all is not lost! When it comes to “identifying team members’ responsibilities” and “delegating effectively to get the job done” I am in Power.  My ability is strong, there is plenty of meaningful challenge and I believe the areas are very important, so these will get my attention and my effort — and it will come naturally.

In the hands of a trained manager or human development professional, the ChangeGrid provides a clear action plan at the activity level and can dramatically elevate the value and return on investment of any psychometric tool.



2 Responses to The ChangeGrid & Psychometric Tools

  1. susan roti says:

    Thanks soooo much for this excellent example of the value of the Grid. Your key message is so important – preference, strengths, etc indicators are so pointless without a way to tackle the issues we all have. And gee, I never noticed your perfectionistic tendencies…..
    Thanks again.

  2. Here’s a comment from Tom Searcy — THANKS, TOM!!

    Thanks for your e-mail re assessments and the power of ChangeGrid in follow-up to assessment results. Not only do I agree with you totally, your examples give terrific guidance for creating the ChangeGrids themselves. And, the “energy” the ChangeGrid brings up for the change process is tremendously motivating.
    I am a little curious about a couple of activities you personally placed on your ChangeGrid as needing attention since they would be seen by many as quite positive, even essential.
    Also, I’d like to know how to use ChangeGrid within the structure of the coming massive, economic dislocation (this is an historical point of view projected into our near term future) and its potential in getting us into a position of leadership to moving others and us out of the quagmire. I see the situation moving many responses to the 4 corners of the grid. We are going to deal with many feeling they are in a survival mode (because they will be). I for one know those prepared and optimistic will be just fine. I feel the ChangeGrid can be a real solution for many.
    If you don’t think I’m nuts…ok even if you do…I’d like your views.

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