Standardised measures of ability and personality (Psychometrics) are potentially extremely valuable in both assessment and development situations, and we use them in both contexts.  You might have noticed that we said potentially valuable, and the reason for that is that in order for psychometrics to deliver value:

  The right ‘tools’ need to be chosen for each situation.  Some measures are more robust and rigorous than others, and this can be important, particularly in situations where there is an element of assessment.  Even amongst the strongest measures, each test or questionnaire has its own focus and style, making it more suitable for some uses than others.

  Some practitioners derive more relevant insights than others.  Even working with the same psychometrics, there can be a world of difference between individual practitioners’ interpretation and observations.  Being qualified to the appropriate level, and in the particular measures used, is the minimum requirement.  Extensive experience in using measures to assess and develop leaders in different organisational contexts is extremely valuable, and as highly skilled practitioners, we are able to generate a lot of value for the individuals and organisations we work with.