Deepti Jandial’s Post

Psychometric assessments are tools used to measure individuals' cognitive abilities, personality traits, and emotional intelligence. These assessments provide valuable insights into how people think, behave, & interact. By evaluating factors such as reasoning skills, emotional responses, & interpersonal tendencies, these assessments help organizations make informed decisions in areas like hiring, development, and team dynamics. They enable a deeper understanding of an individual’s strengths & areas for growth, fostering personal and professional development while ensuring right people are placed in the right roles. Join us this Tuesday from 8pm to learn more. Use the link to register https://lnkd.in/eThW-eCT

We all have heard about IQ & EQ. However came across this term CQ recently.. CQ or Contextual intelligence, is about being able to manage effectively in in different settings, different situations and with different kinds of people. It means being sensitive to environment, listening well, and being flexible. Being smart isn't just about knowing stuff. It's also about understanding different situations and changing the approach accordingly. Context refers to the background or circumstances surrounding an event, statement, or idea, which is crucial for understanding it fully. However, people often overlook or selectively focus on specific aspects of context- sometime dues to their own set of beliefs or biases. Ignoring or distorted context can lead to misunderstandings and unfair interpretations. It's important to consider all relevant aspects for a complete understanding. That's where CQ plays an important role. #TheInfiniteLearner

Thanks so much everyone for your thoughts and comments. Just a few additional points stimulated by these: 1. Absence of evidence is not evidence of absence. In other words, just because we don't have (scientific) evidence about the effects of personality-feedback interventions (PFIs) it doesn't mean they don't have effects. We just don't know too much (scientifically) about it so we can't make strong claims of any type about their effects. 2. There's plenty of experiental evidence from practitioners and recipients that PFIs do have effects. There's nothing 'wrong' with this type of evidence - it depends on what question you're trying to answer: "Do PFIs affect performance and development?" is a very different question from "Do some practitioners and recipients believe that PFIs affect performance and development?" I think it's fairly clear we do not know the answer to the first question and very clear we do know the answer to the second. 3. There were many suggestions about what the effects of PFIs may depend on: The practitioner giving the feedback, the recipients, the type of test used, etc. All of these seem plausible but, again, we don't really have much if any of the sort of evidence that would provide reasonable answers to these questions. 4. Designing and conducting studies to test the effects of PFIs seems relatively simple. What remains a puzzle (to me) is why such studies haven't been done. One answer might be that it seems so obvious it hardly requires testing. I can see that. But, on the other hand, just because it seems very obvious that a particular intervention works, it doesn't mean it does. If that were the case we'd never need to empirically test anything.

Recently, I participated in an exercise where I was asked to analyze people's emotions based on their photographs. This experience reinforced a valuable lesson: we can learn a great deal about others through careful observation. Have you ever met someone and instantly felt a connection or, conversely, sensed that something wasn't quite right? Science is increasingly validating these intuitive feelings we once dismissed as mere hunches. As professionals, it's crucial to trust our instincts and pay attention to the subtle cues in our interactions. By doing so, we can: 1. Build stronger, more authentic relationships with colleagues 2. Identify and address potential conflicts early 3. Create a more harmonious work environment Remember, the ability to 'read' people isn't just a soft skill—it's a powerful tool for improving workplace dynamics. By honing this skill, we can transform casual interactions into meaningful connections and turn potential tensions into opportunities for growth and collaboration. How do you use your emotional intelligence in your professional life? Share your experiences in the comments below!"

𝗗𝗼𝗲𝘀 𝗴𝗶𝘃𝗶𝗻𝗴 𝗽𝗲𝗼𝗽𝗹𝗲 𝗳𝗲𝗲𝗱𝗯𝗮𝗰𝗸 𝗳𝗿𝗼𝗺 𝗽𝗲𝗿𝘀𝗼𝗻𝗮𝗹𝗶𝘁𝘆 𝘁𝗲𝘀𝘁𝘀 𝗮𝗳𝗳𝗲𝗰𝘁 𝘁𝗵𝗲𝗶𝗿 𝗽𝗲𝗿𝗳𝗼𝗿𝗺𝗮𝗻𝗰𝗲 𝗼𝗿 𝗱𝗲𝘃𝗲𝗹𝗼𝗽𝗺𝗲𝗻𝘁? 𝗪𝗲 𝗱𝗼𝗻'𝘁 𝗸𝗻𝗼𝘄 - 𝘆𝗲𝘁. There's a lot of debate about which kinds of personality tests are more valid or reliable. In particular comparing type (e.g., #MBTI, #DISC) with trait (e.g., #Big5) measures. But, whatever the measure, a more fundamenal question is why administer personality tests in the workplace or career development contexts and then provide people with feedback about their personality? The rationale is that by doing so people will gain insights into their personality and these insights will in turn help them perform better and develop and grow. This rationale is highly plausible. The more we know about our personality, our tendencies and our disposition surely the better we will be at dealing with challenges and getting what we want. In fact, this rationale is so plausible it's become an almost taken-for-granted assumption which, as this Rapid Evidece Assessment by Blake Jelley shows, has rarely been empirically examined*. Yes, it's important to test the validity and reliabillity of personality tests and there is plenty of research on this topic. It's equally if not more important to test the effects of personality-feedback interventions on outcomes yet such tests are rare. We shouldn't simply assume that giving people feedback from personality tests is helpful. Though it may be. *This Rapid Evidence Assessment also provides a good illustration of the value of the Rapid Evidence Assessment method for finding and summarizing the best available evidence with which to answer specific questions. .

If you can answer "yes" to the questions in this article, you will likely have a high level of emotional intelligence. How are you applying your high EQ to drive more belonging in your team and organization? #emotionalintelligence #EQ #belonging https://lnkd.in/enrvQe-j

Personality indicators There are lot of research happening in identifying the human personalities to arrive at their behavioral patterns. This helps in creating teams from the organization perspective and a self analyzer for the individuals. We have seen one famous tool Myers Briggs Trait Indicator (MBTI) which gives one of the sixteen possible psychological types. The other interesting tool is Insights Discovery The Insights Discovery methodology uses a simple and memorable four colour model to help people understand their style, their strengths and the value they bring to the team. We call these the colour energies, and it's the unique mix of Fiery Red, Sunshine Yellow, Earth Green and Cool Blue energies, which determines how and why people behave the way they do. Our Insights Discovery product is suitable for all levels and gives learners the foundation of self-awareness they’ll need to be successful at whatever they do; whether that’s developing themselves, working as part of an effective team, or leading others with authenticity. Through Insights Discovery, individuals will gain a common language that has wide-ranging benefits, including connecting colleagues across geographical and cultural boundaries, and providing a safe platform for feedback conversations. This tool is also been widely used in corporates. Let us connect 🤝 #personality #typeindicators #insights #discovery

It's today! Psychometric assessments are tools used to measure individuals' cognitive abilities, personality traits, and emotional intelligence. These assessments provide valuable insights into how people think, behave, & interact. By evaluating factors such as reasoning skills, emotional responses, & interpersonal tendencies, these assessments help organizations make informed decisions in areas like hiring, development, and team dynamics. They enable a deeper understanding of an individual’s strengths & areas for growth, fostering personal and professional development while ensuring right people are placed in the right roles. Join us this Tuesday from 8pm to learn more. Use the link to register https://lnkd.in/gpC4UdEE

Understanding the Difference Between Personality Profiling and Behavior Intelligence Read the blog here: https://bit.ly/4hj1wJm #BusinessCoaching #LeadershipSkills #BehavioralIntelligence #EntrepreneurEvolution #CalgaryBusiness #GrowthStrategies #LeadershipDevelopment

We’re excited for this one - you? IT’S JUST ONE WEEK AWAY at the Downingtown Country Club on April 9 from 11:15 am - 1:30 pm. .. Join the WBC as we hear certified DiSC Behavioral Analyst, Rhyan Strasters, delve into the DiSC profile and how to use this tool in your professional (and personal) life. DiSC assessments are behavioral self-assessment tools based on psychologist William Moulton Marston's DiSC emotional and behavioral theory. These assessments aim to predict job performance by categorizing individuals into four personality traits: dominance, inducement, submission, and compliance. A DiSC assessment helps to identify workstyle preferences, determines how someone would interact with others, and provides insight on work habits. Rhyan combines the DiSC with other personality assessments to really create a whole person-centered approach to retention, hiring, and client interaction. .. Generously Sponsored By: Rebecca Roskey-Brunner, Complete Care Strategies .. Learn more about Rhyan and register online at link in comments! RSVP by Friday, April 5 at 3 pm. 📸©️DiSC®️