For 15 years the Worldwide Center for Organisational Development (WCOD) has been developing and marketing assessment solutions to all kinds of public sector and private enterprises. Assessments of this kind can help individuals to reflect on their relative strengths and development needs on a structured basis. In addition to self-assessment, many of the products offer options for 180-degree feedback (to bring a supervisor or managers perspective to the individual) or 360-degree feedback (bringing a manager and a group of colleague’s perspective in aggregate).

The assessments include interpretive information regarding your scores, along with development and action planning suggestions. The online versions of these reports also include an extensive printable interpretive report of results and development suggestions.

Facilitators Guides and Detailed Coaching Guides are available for most of these assessments, and include more information on each of the dimensions measured, development paths, and coaching tips. They are most frequently used by managers, trainers and coaches who want to offer a richer coaching experience or to run face to face sessions with groups of people who have undertaken an assessment.

All WCOD diagnostic instruments and assessments fall into three main categories, with a range of different instruments or assessments available in each:

• Assessments that measure the person or the individual in terms of specific competencies. Profiles that measure the person in terms of competency are all inventory type tools which use histogram graphs to indicate particular skills in a given area. This might include leadership or management competencies or particular competencies such as selling or time management ability, for example.
• Assessments that help to measure a particular task or situation (and how a particular individual handles it). Instruments which take a "Situational" perspective generally use a four quadrant grid format to help an individual to determine which style he or she seems to favour the most in a given situation. Once known the person can access how readily he or she may be able to "flex" into the available styles in order to match the different circumstances or "Situations" that may be encountered on a day to day basis.
• Assessments that measure individual behavioural style. Profiles that measure a person's behaviour or their style allow individuals to answer a series of paired statements, which ultimately plot their output scores onto a four-quadrant grid. This grid will show a dominant and a secondary preferred style in the particular situation, and give individuals an indication of what they are likely to encounter in terms of behaviour when they face a specific set of circumstances.

View the SDS range...