Leadership Profiling

Integrity and Values’ psychometric leadership profiling is a world first and leader. We establish what leaders want to know about their people, how to effectively manage and develop them, and how to make good recruitment decisions based on solid verifiable data.

Take The Guesswork Out And Verify Your Gut Instinct

The Integrity and Values Leadership Profiling System takes the guess work out of the decision making process, and gives solid basis on which to make informed people decisions. Those in supervisory and management positions benefit best from the profile, but it can also be used to help all professionals and positions that require significant interpersonal skills, and even other coaches. The profile looks at 20 traits that determine success in leadership, which are clustered in six key areas:

  1. Integrity
  2. Self-Management
  3. Task Focus
  4. Relationship Management
  5. Vision
  6. Impression Management

Through this, we are able to assess the individual’s: ‘default style’ under pressure, personal level of integrity, management style (in work in relationships), honesty about self, and how hard they work to make an impression (good or bad).

Complete the Integrity and Values Leadership Profile and we’ll help you discover how you can change the way things are done in your organisation. This highly accurate and insightful tool measures the key values of effective leadership and teams in the workplace. Discover how you can use this unique profiling tool for powerful coaching, evaluation and talent hiring.

Identify Fit

Cultural fit goes beneath the surface. By assessing ‘fit’, HR can determine whether the candidate is able to adapt to the company’s values, language, decision-making process and daily work practices. This is where Integrity and Values steps in to support companies make sure recruitment is more effective.


Who Is The Best Fit For The Company

Considering the number or hours (9 on the average) an employee spends at work, it can be fairly concluded that cultural and team fit factor in importance when seeking potential hires. As a manager constantly on your toes for the next level, you wouldn’t want to be stalled by exceptionally skilled individuals who leave after a short period just because they felt it wasn’t the best environment for them.

How does our profiling system work?

STEP 1 – Get accredited

The first step is for the employer (typically someone from HR) to become accredited to interpret the Integrity and Values profile. This can usually be completed part-time over a month. Click for more information on the Integrity and Values Profile Accreditation program.

STEP 2 – Profile your existing employees

With an accredited employee all other staff can complete the Integrity and Values profile. This will allow the accredited individual to identify existing team dynamics and the organisations culture.

STEP 3 – Profile prospective employees

Candidates will be asked to complete an Integrity and Values profile that looks at aptitude in six key areas: Integrity and Values, Self-Management, Task Focus, Relationship Management, Vision, and Impression Management.

STEP 4 – Review prospective employee

Once the candidate has completed the profile the results will be accessible exclusively to the accredited individual. These results will then be contrast with team dynamics, the organisations culture and considered in conjunction with the job description. This places the recruiter in a better position to hire a candidate that will contribute to the company’s goals.

Proven To Work

The Integrity and Values Leadership Profile uses the normative scale format, where participants respond to items on the popular five-point Likert scale which ranges from strongly agree to strongly disagree. The Likert scale poses a number of advantages over other scale formats:

    • It provides precise, absolute information about an individual’s traits.
    • It ensures independence between scales.
  • And, it allows for the use of straightforward language, thereby enabling groups with a wider range of capabilities to use an assessment tool.

STen Score

To interpret data, we use standardised scores referred to as a STen (Standard Ten) score. Standardised scores provide comparison and contrast of an individuals profile with a reference or norm group, such as managers and employees in the workforce.

Through STen scores we can correlate traits that may be conceptually unrelated (e.g. Truthfulness and Assertiveness). For example, if someone had low scores in both Assertiveness and Truthfulness, then the Coach may discuss with that person how their lack of assertiveness may be affecting their ability to live up to their truthfulness.

STen scores range from 1 (low) to 10 (high) with a mean (average of 5.5).

Discover how you can change the way people lead in your organisation.