Psychometric Assessment is useful for assisting both with recruitment and development assignments. Psychometric Assessments can contribute to a broader talent management strategy and are used to understand and describe people rather than classify and label them. The assessment instruments are carefully selected and help us understand a person’s personality, strengths, areas for development, and potential.
List of assessments:
  1. General Abilities: verbal, numerical, and abstract reasoning; Saville aptitude battery; WAIS-IV (Wechsler Adule Intelligence Scale, 4th Ed.).
  2. Personality: OPQ32i, 16pf, CPI, WAVE, EQ360 (MHS), ESC-360 (Kendall Want), MBTI.
  3. Vocational: SDS, Strong Interest Inventory

Strong Interest Inventory® tool

MBTI®– the Myers-Briggs Type Indicator

The California Psychological Inventory™ (CPI™) 


HR Advisory

  • Staff wellbeing
  • Staff training and development
  • Performance management
  • Employee engagement
  • Conflict resolution
  • Mental health support
  • Recruitment processes
  • Onboarding & exit interviews
  • Policies and Procedures

Additional Service 

Culture initiatives, recruitment processes, employee engagement, leadership development, offered as part of our consultancy services.

Contact Vicki Carter on This email address is being protected from spambots. You need JavaScript enabled to view it.  for further information

It’s becoming more important than ever that people are communicating well with those around them, and to know that interpersonal and communication issues are not affecting work performance. A 360 survey will provide an “audit” to review specific leadership capability, as well as provide gap information about performance and leadership skills as far as significant others are concerned, typically your manager, peers, staff and customers. A non leadership version of the 360 survey is also available. 

The 360 survey we use is called the ESC-360, an on-line system is based on Daniel Goleman’s 1990’s popular Emotional Intelligence Model*. The 360 survey focuses on Emotional and Social Competence, or more generically Emotional Intelligence. It is ideally suited for feedback on Communication Effectiveness and High Impact Leadership within the world of work.

*Goleman, D (1999)  Working with Emotional Intelligence.  London: Bloomsbury Pub.



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Coaching combines the use of cognitive, behavioural, imaginal, and problem-solving techniques and strategies to enable coachee’s to maximize career success and life satisfaction. It can improve performance, increase psychological resilience, enhance well-being, reduce stress, and help to overcome blocks to change. 

Coaching is a structure that facilitates the process of personal, professional, and spiritual development. It is the use of silence, questions, and challenge to assist a coachee towards a target and help unlock a person’s potential to maximise their own performance. It is helping the person to learn rather than teaching them.  It is not advice or therapy. Coaching enables people to perform better by building on what they already know. 

How it works:

The coachee commits to 6 sessions x 1 or 1.5-hours sessions, beginning fortnightly then monthly over 5-6 months.

To begin, the coach and coachee discuss coaching expectations and agree broad outcomes. If a 360 survey is included, parameters are discussed and agreed before the first session. There may be occasions when the 360 survey is substituted with an alternative measure, such as a personality questionnaire, usually if there are insufficient rater numbers, or a 360 has been recently undertaken. 

In the first session the coach and coachee will meet, the 360 survey results discussed, and coaching goals agreed. The 360 survey is a critical tool to inform the coaching goals. Sessions 2-6 will address coaching goals, with the Coachee’s Manager / sponsor invited to participate in session 6 either directly or prior to the session via phone feedback. Future sessions may also be agreed at this time. 

Coaching sessions will focus on practical problem solving and solution-seeking methodologies to bring real benefit to the coachee in line with the coaching outcomes he or she is seeking. The coach will draw on validated tools and techniques to help the coachee develop competencies and remove blocks to achieve valuable and sustainable changes in their performance and personal lives. 

Coaching Session Procedures:

All coaching sessions will be agreed by Coach and Coachee to either be face-to-face or via zoom.  In between coaching sessions, the Coachee may feel free to email the Coach. Assignments may be set between sessions.

The coaching relationship is built on trust. The Coach agrees to keep all conversations and information with the Coachee private and confidential, except as agreed. No personal ideas, information or thoughts expressed will be shared with anyone except with the permission of the Coachee. The Coachee may share any documentation related to themselves, including any 360-degree feedback completed, performance reviews, feedback or IDPs.