What is different about the way you conduct Psychometric Testing for recruitment?
Our psychometric testing is different in three ways
What assessments tools do you use for recruitment?
PeopleScape have a diverse range of psychological tests and assessments at our disposal, all designed and conducted in line with the Psychology Code of Ethics, wherever applicable. We are not affiliated with any test publisher and provide impartial and informed advice on the best psychometric assessments to use based on a client’s needs and empirical evidence.
What is Reliability and Validity and why is it so important?
Reliability – This is about the robustness of the tool or item and is mostly about consistency and stability
Validity – Does the test measure what it is meant to measure?
What is different about the work you do in the area of leadership development?
Our leadership development programs are different in three ways:
What tools do you use as part of the workshops you run?
PeopleScape have a diverse range of psychological assessments and tools at our disposal. We are not affiliated with any test publisher and provide impartial and informed advice on the best tools to use based on a client’s needs and empirical evidence.
What 360-degree assessment tools do you use?
PeopleScape have a diverse range of 360-degree assessment tools at our disposal. We are not affiliated with any test publisher and provide impartial and informed advice on the best tools to use based on a client’s needs and empirical evidence.
Most commonly we choose a tool with great leadership competencies such as the Saville Wave 360 but also regularly use the Human Synergistics LSI or MRG Leadership Effectiveness AnalysisTM tools. PeopleScape have also developed a proprietary 360 which has a focus on Leading for Performance and WellbeingTM.
In certain situations, a bespoke 360 based on organisational or cultural competencies may be required. PeopleScape have extensive experience in creating efficient and relevant surveys ensuring a positive user experience and meaningful reports.
What does a PeopleScape coaching program look like?
The PeopleScape coaching program is based on a blend of foundations in psychology combined with practical business and commercial experience, personal engagement and commitment to truly make a difference. We believe that the role of the coach is to enable honest and courageous self-assessment to facilitate positive behavioural outcomes. Each coaching program uses the PeopleScape Behaviour Change ModelTM to achieve sustained behaviour change.
Each program typically includes 7 x 90 minute formal coaching sessions at intervals agreed by the coach and coachee. Participants may also utilise unlimited phone and email communication between the formal coaching sessions. Input around program goals and progress feedback is sought from the participant’s manager at regular intervals as the coachee develops and sustains the required behavior change.
How do you make behavioural changes stick?
To achieve sustained behaviour change at individual, team and organisational levels, we have developed the PeopleScape Behaviour Change ModelTM which allows us to marry evidence based research with pragmatic solutions for modern organisations. This model underpins all work facilitated by PeopleScape.
Have you done any work with building high performance teams?
PeopleScape has extensive experience working with leaders, teams and boards to build high performance teams that communicate effectively, are highly focused on their goals and ultimately achieve superior business results. Our proposed strategies are based around the PeopleScape High Performance TeamsTM model which is designed to combine psychological research and with practical business and commercial experience, personal engagement and a commitment to truly making a difference.
What is different about the work you do in the area of career development?
Our career development programs are different in three ways:
Does your career transition service include 1:1 support from an experienced coach?
Every career transition service includes personal support from an experienced coach and unlimited phone and email contact between each formal session.
Does your career transition service also include access to a full serviced office environment?
We have well-appointed facilities with private offices and welcoming open-plan working environments in convenient CBD locations throughout Australia. All workspaces are equipped with phones, PCs, printers, photocopiers, high speed internet and WiFi access.
Is your career coaching service relevant for retaining identified talent?
Our one-on-one career coaching service is ideal for talented individuals who are looking to explore their current and future careers within the current organisation. Outcomes could include:
Can you provide companies support on the day with redundancy conversations at our premises?
PeopleScape provide immediate counselling and support to employees impacted on announcement day. We help individuals focus on their personal welfare and identify the benefits and opportunities that lie in change.
Do you provide training for managers prior to a redundancy conversation?
Few people enjoy announcing redundancies to their co-workers. We train your managers to conduct these meetings effectively and compassionately and with the least possible anxiety to themselves and affected employees.
What is different about the work you do in the area of wellbeing?
PeopleScape wellbeing programs are different in three ways:
Why should our organisation invest in the wellbeing of our team members?
When wellbeing is front and centre to the strategic aims of the organisation, the number of engaged employees has been shown to increase by over 40% and creativity and innovation increased by 50% (Sims, 2010). On average, an organisation can expect to see a minimum positive return on investment of 2.3 for science-based mental Health and wellbeing programs (Beyond Blue, 2014). This can be seen through decreased rates of absenteeism (sick leave as a result of poor mental and physical health), increased rates of presenteeism (greater engagement and productivity), and a lower number of compensation claims.
Why must leadership and managers play an important role in wellbeing programs?
In order to achieve a positive ROI and attain real tangible outcomes as a result of implementing a wellbeing program, organisations must achieve a few critical success factors. A core component of achieving these critical success factors is that senior leaders and managers are engaged and exhibiting positive behaviours in the workplace conducive to greater wellbeing. Leadership and managers must support the shift to a culture focused on mental health and wellbeing in order to obtain sustainable change and reap the rewards of increased productivity.
How can we get our leaders to role model good wellbeing habits?
Leaders play a crucial role in creating the right environment for their people to flourish but it can be difficult to drive productivity and wellbeing at the same time. PeopleScape have developed the Leading for Performance and WellbeingTM program to teach leaders how to simultaneously drive better business performance through creating a culture of wellbeing.