Users Analysis

Introduction

This note provides an analysis of the users of assessment techniques identified in phase 1 of the project and refined in phases 2 and 3. Although the original specific question and analysis focused on a leader's use of adaptive profiles, the propositions extend to analyses of other comparable measures and new users.

Phase 1 included five roles: leaders and managers (analyzed separately as trained and untrained), human resources executives, recruiters, consultants, and facilitators. Four additional roles were added later: career counselor, coach, clinician, and individual contributor. The present analysis accounted for these new roles. New propositions were added. Code 3, indicated in the table, is used to locate observations within the exploration field.

Analysis

Characteristic	Encourages "+" or Hinders "-" the Use of the Assessment Technique		Code 3
Attitude toward answering an assessment	+	Open to answer the assessment technique: Positive, enthusiastic.	ATTT
	-	Reluctant to answer the assessment technique: Negative, stressed, uninterested.
Attitude toward social behavior	+	The user is more interested in the social behavior aspects, as they are emphasized in their discussions and analysis, compared to other characteristics.	ATCP
	-	The user is exclusively interested in a few characteristics, such as diplomas, cognitive or emotional intelligence, or any other individual characteristic, but not social behavior.
Attitude toward the assessment technique	+	Attachment to the assessment technique. Strong emotional connection with the technique.	ATTP
	-	Distance taken from the assessment technique. Less conviction developed about how to obtain the measurements and about the assessment being used.
Attitude towards the facilitator	+	Positive attitude towards the facilitator who helps in the implementation of the assessment technique. Request assistance for implementation.	ATCO
	-	Rejects the facilitator. The assessment technique should be used without facilitation. Training is meaningless. Reports may eventually be enough, if needed at all.
Interest in people and social aspects	+	Sensitivity in dealing with people's issues. Interested in talking about it and participating in discussions on the topic. A growth mindset.	INAH
	-	No sensitivity or interest in dealing with people's challenges. No time allocated to people, or indirectly, when forced by the board or the organization, for instance, through coaching. Distance taken with this kind of topics on people. A fixed mindset.
Operational vs functional role	+	The user has led or managed an operational team, sales force, franchise network, or business unit. They experienced pressure, unpredictable requests, tensions, and conflicts from employees.	ROOF
	-	The user has led or managed a functional or support service made up, for instance, of office workers, administrators, accountants, actuaries, etc. They experienced a few pressures, urgent requests, and employee conflicts.
Leadership and management experience	+	Strong experience in leadership and management. An approximate range of 10 to 30 years of experience.	EXMA
	-	Little leadership and management experience or disengaged on the topic. Approximately less than 10 years or more than 30 years of leadership or managerial experience.
Adaptive profile of the decision maker	+	Decision makers with an adaptive profile with a high 1, high 2, low 3, and low 4 generally find it easier to overcome the challenges of using new assessment techniques. They are enterprising, proactive, spontaneously open to new contacts, and willing to take risks.	PRPE
	-	Decision makers with an adaptive profile of high 4, high 3, low 1, and low 2 have more difficulty taking the risk of using a new technique. They take their time making decisions, are more resistant to novelty, and are less enterprising.
Experience with other assessment techniques	+	First contact with an assessment technique, or the technique's approach, aligns with the user's expertise.	EXTE
	-	The user has experience with other techniques, is more critical, and asks more technical, theoretical questions than practical ones.
Problems encountered in previous situations	+	User already experienced complex, challenging leadership and management situations, such as strikes, employee rebellions, unplanned employee departures, negative employee experiences, repeated failures in employee development, etc.	PRSM
	-	The user has not experienced challenging leadership or management situations.
Directly concerned or not by the effects	+	The user is concerned in the medium and long term with the human aspects of the organization or with the consequences of implementing the assessment technique. Managers who own their business. Involvement by the coach or recruiter beyond the company's request to help leaders and managers integrate, develop, lead, and manage the employee. Advice on adapting the environment to the employee rather than the other way around. Help bring focus to the organization and its position.	DIEF
	-	The user is only concerned with the short-term aspects of the organization, not the medium- or long-term ones. Interim management. No involvement of the recruiter beyond the technical and administrative aspects, or the immediate sourcing, search, and reference check of candidates. No involvement of the consultant or coach beyond the immediate assignment.
Confidence in using the personality assessment	+	The user has developed confidence in using the assessment technique.	COPA
	-	The user has not yet developed confidence in using the assessment technique.
Recommendation provided for using the assessment	+	The user spontaneously recommends the assessment technique to others, both inside and outside the organization.	RIEU
	-	The user doesn't make any recommendations or provide negative comments about the assessment technique.
Experience in HR, OD, or Coaching	+	The user has previous experience in human resources, organizational development, or coaching/mentoring.	EHOC
	-	The user has no previous experience in human resources, organizational development, or coaching/mentoring.