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=[[Performance_Models | Performance Revisited]]= | =[[Performance_Models | Performance Revisited]]= | ||
[[File:Home_Performance.png|right|230px]] | [[File:Home_Performance.png|right|230px]] | ||
* What organizational performance means | * What organizational performance means | ||
* Review of various performance approaches | * Review of various performance approaches | ||
* How performance and non-performance are assessed with adaptive profiles | * How performance and non-performance are assessed with adaptive profiles | ||
* Definition of an organization's strategic and social performance | * Definition of an organization's strategic and social performance | ||
* Managing the organization's performance. | * Managing the organization's performance | ||
=[[Assessment_Techniques | From Parallel to Statistics-Based Techniques]]= | |||
[[File:Assessment Techniques.png|right|230px]] | |||
* The nature and role of assessment techniques in organizations | |||
* Standards for comparing techniques redefined | |||
* Utility of assessment techniques redefined | |||
* Assessment techniques components under scrutiny | |||
* What adaptive profiles tell | |||
=[[What_Keeps_Them_Apart | What Keeps Them Apart]]= | |||
[[File:Home_What_Keeps_Them_Apart.png|right|230px]] | |||
* The three models explained | |||
* Getting the measures | |||
* How we represent and use the measures | |||
* Adaptation as a key differentiator | |||
* The distinct benefits of the factor model | |||
=[[ Individual_Characteristics | Social Behavior and More]]= | =[[ Individual_Characteristics | Social Behavior and More]]= | ||
[[File:Home_Individual Characteristics.png|right|230px]] | [[File:Home_Individual Characteristics.png|right|230px]] | ||
* The many characteristics we use when assessing people | * The many characteristics we use when assessing people | ||
* The big 7 of personality | * The big 7 of personality | ||
* Details on Social performance, values, and intelligence | * Details on Social performance, values, and intelligence | ||
* Techniques used to assess individual characteristics | * Techniques used to assess individual characteristics | ||
* Classification of techniques | * Classification of techniques | ||
=[[Assessments_Potential_Uses | Far-Reaching Applications]]= | =[[Assessments_Potential_Uses | Far-Reaching Applications]]= | ||
[[File:Home_Potential Uses.png|right|230px]] | [[File:Home_Potential Uses.png|right|230px]] | ||
* Practical and abstract uses of techniques and their various effects | * Practical and abstract uses of techniques and their various effects | ||
* Use in organizational development, leadership, management, and recruitment | * Use in organizational development, leadership, management, and recruitment | ||
* Use in coaching, clinical settings, and for medium effect | * Use in coaching, clinical settings, and for medium effect | ||
* Theoretical use in self- and social-awareness, and learning | * Theoretical use in self- and social-awareness, and learning | ||
* Pragmatic use of assessments; their language and signs | * Pragmatic use of assessments; their language and signs | ||
=[[ Language_and_Signs | The Power of Signs]]= | =[[ Language_and_Signs | The Power of Signs]]= | ||
[[File:Home_The Power of Signs.png|right|230px]] | [[File:Home_The Power of Signs.png|right|230px]] | ||
* Signs for understanding people and their organizations | * Signs for understanding people and their organizations | ||
* Fundamentals of semiotics | * Fundamentals of semiotics | ||
* Adaptive profiles as signs and part of a broader picture | * Adaptive profiles as signs and part of a broader picture | ||
* Signs produced by assessment techniques | * Signs produced by assessment techniques | ||
* Developing new, effective meanings of signs | * Developing new, effective meanings of signs | ||
=[[ General_Framework | General Framework]]= | =[[ General_Framework | General Framework]]= | ||
Latest revision as of 02:14, 7 March 2026
Welcome to Growth Resources
The resources on this website offer detailed background and scientific information on GRI's research framework, assessment techniques, and the adaptive profiles. They contribute to a larger effort to enhance individual and organizational performance by using more objective data on people.
We hope the resources answer your questions; however, they are more academic than practical and cannot provide the hands-on experience needed to learn and apply the adaptive profiles. For effective learning, a masterclass experience facilitated by experts is essential. Similar to learning a new sport or musical instrument, you will need real-world practice to challenge the techniques you already use and to deepen your understanding of people, their teams, and their companies through the profiles.
The masterclass will help you learn and apply your new knowledge at the same time. Contact Growth Resources or one of its affiliates to learn more about GRI's masterclass, management tools, and platform.
Performance Revisited
- What organizational performance means
- Review of various performance approaches
- How performance and non-performance are assessed with adaptive profiles
- Definition of an organization's strategic and social performance
- Managing the organization's performance
From Parallel to Statistics-Based Techniques
- The nature and role of assessment techniques in organizations
- Standards for comparing techniques redefined
- Utility of assessment techniques redefined
- Assessment techniques components under scrutiny
- What adaptive profiles tell
What Keeps Them Apart
- The three models explained
- Getting the measures
- How we represent and use the measures
- Adaptation as a key differentiator
- The distinct benefits of the factor model
Social Behavior and More
- The many characteristics we use when assessing people
- The big 7 of personality
- Details on Social performance, values, and intelligence
- Techniques used to assess individual characteristics
- Classification of techniques
Far-Reaching Applications
- Practical and abstract uses of techniques and their various effects
- Use in organizational development, leadership, management, and recruitment
- Use in coaching, clinical settings, and for medium effect
- Theoretical use in self- and social-awareness, and learning
- Pragmatic use of assessments; their language and signs
The Power of Signs
- Signs for understanding people and their organizations
- Fundamentals of semiotics
- Adaptive profiles as signs and part of a broader picture
- Signs produced by assessment techniques
- Developing new, effective meanings of signs
General Framework
- Objectives and use of the framework
- Framework's antecedent, independent, and dependent variables
- Framework development over its three steps
- How to test the framework
- Benchmarking assessment techniques
Quick Links
Performance - Individual Characteristics and Assessment Techniques - Assessment Tools - Articles - Notes - Rowing Study W U25 2016
User's Guide on using the wiki. - Configuration settings - MediaWiki FAQ - MediaWiki release mailing list - Localise MediaWiki - Combat spam on the wiki -
About Growth Resources - Privacy policy - Copyright - Disclaimers