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Psychology and Success: The Magic of Your Talent Advantage
How can a psychological assessment that diagnoses people as “types” get down to what’s really unique about us as individuals? The answer might surprise you!
Business Leaders and the Three Brains of Neuroscience
Business leaders continuously evaluate their business results and their business tactics to ensure optimum benefits for the business. They want to know what works best in terms of costs and of profits. When making this evaluation, leaders usually follow up with an evaluation of their personal strengths and weaknesses, because they know that the quality of their interpretation of events has a direct effect on business results. This sort of orientation is more or less standard for most progressive business establishments.

Exceptional Prospectors
Over the past 14 years, my team has conducted thousands of psychological assessments and interviews with both managers and salespeople about their prospecting and sales behaviours. Our research has consistently revealed that salespeople often experience their greatest difficulties, dissatisfaction, and anxiety at the prospecting stage of the sales cycle. Meanwhile, Sales Managers repeatedly express their frustration that they cannot find salespeople who are competent, confident, and motivated to prospect for new business. Prospecting requires sales people to establish contact with people who might buy your products or services. Whether it is phone, face-to-face or group prospecting, inbound or outbound, nothing gets sold until you get in front of and/or talk to potential buyers.

Other psychological assessments Related Articles

Top 5 Reasons Why the OMG Sales Assessment is More Predictive
I was asked why Objective Management Group's (OMG) assessments are so much more predictive of sales success and future performance than behavioral styles assessments and personality assessments. There is more than one answer to this question and I'll try to explain the top 5 answers...[read more]

Tale of Two Assessments - Comparing the Value
A potential client wanted to know how Objective Management Group could justify the cost of a 25 person license (unlimited assessments for one year or 25 salespeople hired for $18,000) versus a $3500 per 100 assessment price for DISC. There are several factors here but they are all worth noting. Read More
Personality Assessments - They Still Don't Get it
On the heels of these three articles: * Personality Assessments for Sales - The Definitive Case Study * Exposed - Personality Tests Disguised as Sales Assessments * Sales Assessments vs. Personality Assessments Episode III - The PHD's Strike Back I got the following email forwarded to me. As you read it, just look at the descriptors that the client is referencing in the personality assessments - they are not sales descriptors so, in essence, we have another examples of an assessment that claims to be measuring one thing but is actually measuring another:
Testing times when recruiting ‘good’ salespeople
When I consider how I spend my time professionally, I find it is often devoted to demystifying two things: 1. What is ‘good' selling? 2. The proper use of psychometric assessments, especially in sales recruitment Having written on the former on many occasions, I would like to dedicate this space to the latter - the proper use of psychometric assessments in sales recruitment.
Rethinking Cognitive Skills Testing for New Hires and Promotions
Hiring managers need to make accurate assessments about the cognitive capabilities of potential new hires and those up for promotion (e.g. handling complex information, identifying priorities, and making effective decisions). A hundred years of IQ testing has, however, distorted the image of cognitive assessment to the point where it has largely gone out of favor. No single score can reflect the complex interaction of cognitive, motivational, psychological and contextual factors that impact on thinking.
3 Simple Questions to Lead People Through a Change Transition - by William Bridges
William Bridges focuses on the transitions and the psychological changes that lie behind significant organisational change. Bridges draws the important and frequently overlooked distinction between change and transition. Bridges sees change as situational and transition as psychological. He poses these 3 simple questions...
Are you making the most of Psychometric Assessments?
Many of us actively recoil when we see the words ‘Psychometric Assessments’. This may be due to fear of the unknown, seeing them as ‘tests’ or just tedious questionnaires. While you would not be alone in this, we on the other hand are advocates (of the right Assessments). At Barrett, we spend much of our time demystifying what Assessments actually are and how businesses can benefit from using them. So even if you have been brave enough to use Assessments, most people do not know how to get the most out of them. Often the Assessment process is seen as an isolated event with the final report being put on the shelf or in a draw out of sight and out of mind.
Choosing Employee Assessments - Hand Scoring by Experts Still Safeguards Validity & ROI!
Employee assessments are everywhere. With a wealth of employee assessments emerging, the right assessment can seem as elusive as the proverbial "needle in a haystack," yet absolutely worth the diligent hunt. Best practices deployment in this specific arena increases human capital ROI by tenfold plus. The bottom line results of assessments gone right is not contested, and we stand firm that every candidate hired, trained or promoted without this proper intelligence is a profit opportunity missed. And coming from staunch advocates of progressive technology... computers are no replacement for hand scoring. A five criteria process, the following roadmap guarantees ROI and avoids common pitfalls.

Psychology and Leadership: What Does Your Style Say about You?
According to the Perceptual Styles Theory, there are six different psychological styles that have everything to do with who we are and the way we see the world. Traditional notions of leadership only encompass two of these- but every psychological style has a unique approach to leadership. Here, we’ll examine the first two attributes of effective leaders, across the board.
Perceptual Style, Psychology, and Leadership
According to the Perceptual Styles Theory, there are six different psychological styles that have everything to do with who we are and the way we see the world. Traditional notions of leadership only encompass two of these-but every psychological style has a unique approach to leadership. In this article, we’ll examine three attributes of effective leaders, across the board.
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