At Poisson Rouge we are accredited to use a broad range of instruments to explore psychometric assessments, personality profiling, behavioural preference, emotional intelligence and team performance improvement attributes.

Each instrument we use has unique and distinct appeal and each can be used in combination with team building events, coaching sessions, leadership development strategies and people development programmes.

The reports will give insight into how an individual or team can better understand themselves and others, work and communicate more effectively with others to gain better advantage and make better decisions about recruitment, team balance and provide a focus for individual’s development needs.

Learning & Development

  • Career Planning
  • Conflict Resolution
  • Interpersonal Awareness
  • Personal Growth
  • Personal Profile
  • Self Discovery
"Trying to understand human behaviour is like trying to smell the colour 9" anon

Effective use of Psychometrics can lead to:

  • Increased Employee Engagement
  • Better Talent Management
  • Higher Staff Retention
  • Better Restructuring Decisions
  • Appreciation of Diversity
  • Improved Motivation
  • More Balanced Teams
  • Better Change Management
  • More Effective Communication

How it Works

When considering the utilisation of psychometric and / or emotional intelligence tools we start by understanding your needs. Different tests can inform different aspects of people development and we always make sure we have a good understanding of your goals , needs and historical preferences (Many company L&D / HR functions already have in house preferences for  specific psychometric instruments and we are happy to work with most).

Most (but not all) assessments are delivered on-line. In advance of a scheduled debrief and development meeting we invite all respondents to complete their questionnaires online by sending them log-in and access details.

Dependent on which instrument is being used – we either produce all the reports and bring them with to the development event or we send them out to each individual respondent in advance and ask them to print them out and have read them before we meet.

We rarely just send out log in details and then send out the reports once completed as the reports in isolation and without explanation often wont mean much to an untrained individual. However, if your HR / L&D team is trained and accredited in the use of the instrument we are working with then we will on request simply administer the tests and send the results electronically to that HR / L&D team for them to disseminate and feedback.

Which Instruments to Use

The choice of which instrument to use varies according to the developments needs of the individual or group, company preferences and in some cases (but less commonly) budget or time available.

The instruments we use regularly and tend to favour are as follows:

1. Myers Briggs Type Indicator (MBTI)

Established  in 1940’s America – MBTI  is a very well established personality questionnaire / profiling instrument that looks at how individuals process information and subsequently live their lives.

It explores what a person is like when not under pressure to be something else – in other words what are that person’s real (shoes off self) preferences.

It is one of the widest and most frequently used Psychometric instrument in the world and has a norm data group of literally tens if not hundreds of millions. It is a very scientifically and statistically robust instrument.

MBTI is very powerful for highlighting strengths and development needs on both a personal and team level.

2. DISC Assessments

Established also back in the 1940’s DISC is a profiling platform that has huge global norm data and also assesses individual and team preferences for specific styles of behaviour.

DISC comes in many forms and is favoured by many for its simplicity of language and visual representation.

DISC is used for highlighting strengths and development needs on a personal, team and organisational level.

Disc has wide job specific variants for use with sales teams, leadership teams etc.

3. TMSdi Assessments

 TMSDI measures work preferences – ie the way you prefer to work (regardless of your current job function). It looks at where your energies lie and how this impacts your work, your leadership styles and your critical role within a team.

TMSdi identifies the type of work and career where you are most likely to excel and gives you a greater understanding of how to lead and interact more effectively with your team.

4. PACKTYPES Assessment

Packtypes is a creative profiling instrument ideal for gauging preferences, attitudes, personal styles, and behaviours within groups, teams or even across entire organisations.

Unlike other more statistically robust ‘psychometric’ assessments – Packtypes is instant and simple requiring no pre work or online questionnaire.

Packtypes is delivered in  situ using a unique Packtypes CARD DECK (an awareness pack) and is deliberately styled as an engaging and interactive team activity.

5. HEROES Assessment

Heroes’ is a proprietary instrument developed by Poisson Rouge specifically with conflict resolution, senior team alignment and personal discovery in mind.

Based on 15 psychological profiles – it is a tool which encourages robust and honest discussion within the framework of a ‘safe’ facilitated environment.

Using an awareness deck of ‘Hero’ cards teams are helped to have open and honest dialogue about how they perceive and feel about each other.  A unique 360 process that encourages teams to make sure they understand how they are perceived and how they can maximize their impact within the team

6. PPA Assessment (Thomas International)

The Personal Profile Analysis (PPA) provides an accurate insight into how people behave at work, answering questions such as: what are their strengths and limitations? How do they communicate? Are they self starters? What motivates them?

It is insightful, easy to use and has the added benefit of clearly identifying specific development needs and flags potential challenges for individuals.

7. GIA Assessment (Thomas International)

The General Intelligence Assessment (GIA) provides an accurate prediction of the time it will take a person to get to grips with a new role/regime. By gauging their capabilities, it enables you to keep your people engaged in their work and your organisation with appropriate challenges suited to their strengths. The GIA will also enable you to identify potential leaders, those that can think on their feet and the people better suited to methodical problem solving.

8. TEIQue Assessment (Thomas International)

Trait Emotional Intelligence Questionnaire (TEIQue) tells you how well your people understand and manage their emotions, how well they interpret and deal with the emotions of others and how they use this knowledge to manage relationships.

This is just what we need!


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