A-M-T – since 1988 your partner for

Training and Development
Performance Consulting
Licensing Programs (MBTI, …)

Phone: +49-(0)2195-92 69 00
E-mail: performance@a-m-t.de

Personality Profile / Assessments

Selecting and Developing Personal:

  • MBTI Type Indicator
  • 16PF Diagnostics / Selection
  • 360° Feedback
  • FIRO-B Needs Analysis

Training & Development

How to close the learning doing gap:

 

Performance Tools

Asking the right question to improve your performance:

Myers-Briggs Type Indicator ®

Click here to learn more about the MBTI

16PF — personality inventory for diagnosis and selection

Click here to learn more about the 16PF

FIRO-B® — The key to productive relationships

Click here to learn more about the FIRO-B ®

Use and benefits of personality instruments - An Overview

To determine the correct (or rather adequate) use of a personality instrument, it is important to know that there are different ways to describe personality.


One way of assessing personality is through the property or trait approach. This applies especially in personnel selection and diagnostics. Trait approaches are based on the assumption that determine the strength of a person along a set of features and in particular, compare with other people make. A renowned tool of the trait approach is the 16PF ®.


Another way of assessing personality is through type instruments - such as the MBTI ®. It is an ideal base for personal development. The starting point of this approach is the assumption that people follow in their preferences. For each of the specific combination of personality preferences, possible development aspects can be derived, but not aptitude diagnostic aspects.


In the table below we have summarized various applications or HR requirements. With the correct choice of an instrument, a corresponding benefit is achieved. This overview provides the basis for relating with the client to choose the appropriate instruments to the specific requirement. We don’t want to go along with the statement of, "he who owns only a hammer, every problem is treated as a nail," to find a solution. Therefore, various instruments are offered as options.

Personell selection

Application Requirement / Challenge Use Instruments

General recruitment

Selection of candidates that match with the right skills and attributes to the position and organization, and not just shine through great resumes and a good interview.

Long-term recruiting for the right person for the job. Avoiding costly hires of ‘wrong individuals.’ Effective design of the selection process by identifying personal "stumbling stones" of possible candidates. 16pf
Top management recruitment
The higher the vacant position located in the hierarchy of the organization, the more serious the impact of personality is. The ability and desire of the candidates as a basis for above-average performance is to consider in choosing leaders. 
Avoid negative influence on strategy, culture, and performance at a management level. Faster implementation of the strategic and operational work by the "right" candidate. Using potential benefits arising from diversity. 
16pf
Assistance in the selection of technical specialists Staff turnover and training time, lack of technical specialists take a personality assessment; appearances are not the only way to judge future job performance. Strengthening social skills such as teamwork and customer orientation as a supplement to professional “fit", reducing the time required for recruitment. 
FIRO-B

Development

Application Requirement / Challenge Use Instruments

Team Development

Low performance, conflict in the team, silo mentality.

Improve engagement, increase productivity, improve loyalty. 
mbti
or
FIRO-B
Team development for senior management / senior team Conflicts and friction within a leadership team that has high demands at top levels. 
Identification of "blind spots", identification of potential through the benefits of differences, faster decision making, improve communication. 
mbti
Step II
Conflict Management Reduced performance due to confrontations, crises and conflicts. Demotivation and reduced labor results caused by uncertainty and stress. Clarification of conditions for cooperation, build trust and acceptance and thus improve work results. FIRO-B
Development Management/ Leadership Low promotion of the "talent" of an organization. Executives setting strategic objectives and actions without taking into account individual’s needs, unreflective and inconsistent behavior. Identification of own strengths and weaknesses, development towards a leadership role. Targeted and tailored interventions with improved ROI. Building and retaining a talent pool of potential candidates. mbti
Step II
or
16pf
Career Consulting / Outplacement Assistance in planning and designing career. Assist in the process of loss of employment / outplacement. Reorganizing alternative jobs, responsible handling during job cuts and restructuring of the remaining employees.

16pf
or
mbti

Coaching

Individual support for changes such as the acquisition of a new task or function. Improve your performance, especially in leadership roles.

Increase in individual performance, reflection of action and differentiation of leadership behavior. Develop self-awareness and improve stress management.

FIRO-B
or
mbti
Step II

Communication (in a team or with customers)

Lack of exchange or friction in cross-functional teams, faltering communication with customers in sales or service. Improve communication and cooperation without formal hierarchy, develop target group-oriented approaches FIRO-B
or
mbti
Change Management / Organizational Changes Difficulties and resistance in the initiation and acceptance of change. Lack of strategy in the design of change in the organization or team. Effective management and performance measurement through the process of changing negative patterns. Adaption techniques to new challenges. 16pf
or
mbti
A-M-T Management Performance AG | Suedstrasse 7 | 42477 Radevormwald | Germany | fon +49-(0)2195-92 69 00 | fax +49-(0)2195-92 69 01 | Email: performance@a-m-t.de