About personality assessments

We understand that understanding one's own personality and the personalities of others can be a complex task. That's why we offer a variety of assessments that can help you gain valuable insights into yourself and those around you.

The assessments we use are based on the latest research in psychology and are designed to provide accurate and reliable results. They cover a wide range of topics, including personality traits, strengths and weaknesses, communication styles, and more.

The assessments are easy to take and provide detailed reports that are easy to understand. You can take them online at your own pace.

Which assessment do you offer?

We work with TMA (Talent Motivation Analysis) and Hogan Personality Assessments.

Tell me more about TMA?

TMA (Talent Motivational Analysis) is a personality assessment tool based on the theory of motivated talents, which suggests that our talents and motivations are closely linked and that understanding this connection is key to unlocking our full potential.

TMA assesses an individual's intrinsic and extrinsic motivators, as well as their primary motivational profile, which can help them identify the work environments and tasks that are most likely to bring them satisfaction and success.

Tell me more about Hogan?

The Hogan Personality Assessment is based on several key theories of personality, including the Five-Factor Model and the socioanalytic theory of personality.

The Five-Factor Model, also known as the Big Five, is a widely accepted model of personality that identifies five broad dimensions of personality: openness, conscientiousness, extraversion, agreeableness, and neuroticism. These dimensions are thought to capture the most important aspects of personality and are used as a framework for the Hogan Personality Assessment.

The socioanalytic theory of personality posits that individuals are motivated by social goals and that their behavior is influenced by their perception of themselves in relation to others. This theory is used to inform the assessment of interpersonal skills and work style in the Hogan Personality Assessment.

The Hogan Personality Assessment consists of three different elements:

1. The Hogan Personality Inventory (HPI) assesses normal personality characteristics that are relevant to work, including ambition, sociability, and emotional resilience. The HPI is based on the Five-Factor Model and provides insights into an individual's strengths and weaknesses in relation to work performance.

2. The Hogan Development Survey (HDS) assesses personality characteristics that can impede an individual's work performance, known as derailers. The HDS is based on the socioanalytic theory of personality and identifies potential derailers such as impulsivity, skepticism, and perfectionism.

3. The Motives, Values, and Preferences Inventory (MVPI) assesses an individual's core values and drivers, including their interests, motivators, and work preferences. The MVPI is designed to help individuals and organizations understand what drives them and what they are passionate about.

Taken together, these three elements provide a comprehensive picture of an individual's personality, behavior, and work style.

How do you treat my data?

The reports following an assessment will be shared electronically with you. After the personal conversation to understand the results and create a follow up plan, we will not keep any records of the assessments in our own database.

What does a typical coaching process look like?

Our executive coaching process typically involves the following steps:

1. Initial Contact and Assessment: The coaching process begins with an initial consultation where we discuss the client's specific needs, goals, and challenges. We sometimes conduct an assessment to gain a better understanding of the client's personality, skills, and work environment.

2. Goal Setting: Based on the assessment and initial consultation, we work with the client to set specific and measurable goals that they want to achieve through the coaching process. These goals may relate to leadership skills, communication, work-life balance, or other areas of focus. But note that this isn’t always the case - it might be that we decide to have the first few sessions be more explorative. Finding the answer to ‘what is it that I want?’ or just better understanding yourself is the goal.

3. Coaching Sessions: Our coaching sessions can be conducted both in-person or virtually and are designed to provide personalised support and guidance to the client. The approach is based on the relational coaching foundations as promoted by Ashridge. This approach has elements from the Humanistic school and might lend techniques from Gestalt and Transactional Analysis.

4. Progress Tracking: Throughout the coaching process, we track the client's progress towards their goals, providing regular feedback and support to help them stay on track.

5. Results and Follow-Up: At the end of the coaching process, we evaluate the progress and determine whether we have achieved their goals. We also work with the client to develop a plan for maintaining their progress and continuing to improve their skills and performance over time.

We believe that every individual has unique strengths and capabilities, and our coaching process is designed to help them identify and leverage those strengths to achieve success in their personal and professional lives.

You mention the Relational Coaching approach and Ashridge, tell me more?

The Relational Coaching approach developed by Ashridge Executive Education is a coaching methodology that focuses on building and strengthening the relationship between coach and coachee. The approach recognizes that coaching is not just about providing advice or guidance, but about creating a safe and supportive environment in which the coachee can explore their goals, values, and beliefs.

At the heart of the Relational Coaching approach is the belief that the coach and coachee are equal partners in the coaching process. The coach's role is to facilitate the coachee's self-discovery and learning, while also challenging and supporting them to achieve their goals.

The approach is grounded in the principles of Gestalt psychology, which emphasizes the importance of the present moment and the relationship between individuals. It is also influenced by relational psychotherapy, which recognizes the importance of the therapeutic relationship in promoting personal growth and change.

Through the Relational Coaching approach, coaches are trained to create a trusting and collaborative coaching relationship with their coachees. This includes developing a deep understanding of the coachee's goals, values, and beliefs, as well as their strengths and areas for development. The coach then helps the coachee to identify their own solutions and strategies for achieving their goals, rather than providing them with answers or solutions.

Jeroen is pursuing formal accreditation at Ashridge, through the Ashridge Masters in Executive Coaching programme for experienced practitioners.
He builds on his extensive experience in individual and team coaching at Shell.