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Talgro Assessments

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PACE Leadership Adaptability

"Empowering means helping teams develop their skills and knowledge and supporting them to use their talents" - Dr. Kenneth Blanchard
Find out your dominant leadership approach, and adapt your style depending on the person or situation you are dealing with
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TRUE Negotiation Styles Profiler

"When dealing with people, remember you are not dealing with creatures of logic, but creatures of emotion." - Dale Carnegie
Identify your orientation towards managing conflict, and how you can negotiate more effectively, with insights from your report
Take Test
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TRUE Leadership Pivot Test

"Leadership is a way of thinking, a way of acting and most importantly, a way of communicating" - Simon Sinek
Identify your dominant Leadership working style, and use insights from your personalized report to adapt your working style
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Personality Type Evaluation

"Personality is an unbroken series of successful gestures" - F. Scott Fitzgerald
Recognize your dominant Personality Type, and use the insights from your report to adapt your personality to situations and people
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Active Listening Profiler

"I remind myself every morning: Nothing I say this day will teach me anything. So, if I’m going to learn, I must do it by listening."- Larry King
Identify your listening barriers through your personalized report, and enhance your active listening skills to be a more effective leader
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High Potential Leadership Evaluation

"Before you are a leader, success is all about growing yourself. When you become a leader, success is all about growing others"- Jack Welch
Find out how you score on vital leadership competencies, and use the insights from your report to enhance your leadership potential
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The Talgro shape Advantage

  • 1800+ C-Suite leaders coached across 16 countries

  • 50,000+ senior leaders trained over the past 20 years

  • Proven expertise in Cultural transformation across industries

  • Leadership assessments, specially crafted for top management

  • Bespoke psychometric tests for right hiring, leadership development and performance management

  • Over 150 top-of-the-line Executive coaches and facilitators from North America, Europe, Asia, and Middle East

  • Award winning Learning management System (LMS) , powered by AI and ML

  • Footprint across sixteen countries and six continents

75%

Fortune 500 companies use psychometric tests to make leadership hiring decisions

91%

Leaders who took psychometric tests had significant improvement in their self-awareness, which is critical for leadership development

36%

Improvement in leadership effectiveness when integrated with other developmental strategies like coaching or training

19%

Reduction in leadership turnover. Leaders with better self-awareness and interpersonal skills are more likely to stay longer

60%

High-potential leaders identified through psychometric tools perform better in leadership roles.

How to analyse and read a psychometric report ? shape

Analyzing psychometric assessment results for leadership development involves a structured approach to extract meaningful insights and actionable data. Here’s how to analyze these results effectively:

  • Familiarize yourself with the psychometric tool used and its various dimensions

  • Know what the scoring scale measures

  • Compare individual scores with established benchmarks or average results for similar roles or industries, if available

  • Identify whether you fall within the desired range for whatever your particular assessment is measuring

  • Look for high scores that indicate key leadership strengths

  • Identify lower scores that reveal areas requiring development

  • Compare your results with the requirements of the specific role

  • Determine the impact of your dominant leadership style on your team, and on other stakeholders

  • Analyze how well your values and behaviors align with the organization’s culture. This can be done by comparing your results with the company’s cultural attributes, e.g., innovation, teamwork, or risk tolerance

  • Determine whether your personal traits support the current organizational culture or suggest a need for adaptation

  • Identify patterns across different categories, e.g., how emotional intelligence affects communication, decision-making, or team dynamics

  • Look for consistent patterns, e.g., high levels of introversion combined with low openness to feedback may highlight deeper issues that need attention in leadership development

  • Identify gaps in leadership skills that could impact team performance or organizational goals, e.g., if you have high technical expertise but a low score on emotional intelligence, this may hinder your ability to connect with colelagues, and inability to inspire team members

  • Consider how your leadership development areas might keep you from reaching your full potential as a leader

  • If the assessment includes 360-degree feedback, or input from peers, compare your self-assessment scores with how others perceive you

  • Look for discrepancies between self-perception and external feedback, which can highlight blind spots or areas where development is needed

  • Rank the developmental needs based on their importance to your role and overall effectiveness, e.g., if decision-making is critical to your role, focus on improving that first

  • Create a roadmap for addressing development areas, requesting coaching, training, or mentorship where needed

  • Use the psychometric results as a baseline to track progress in future assessments. Repeat assessments periodically to monitor development in key areas

  • Adjust your Individual development plan (IDP) based on the progress you make over time

  • Analyze the results in the context of your environment. At times, your effectiveness may vary based on the team dynamics, organizational culture, or external pressures

  • Consider which leadership capabilities you want to focus on first, e.g., a high-stress environment may require different traits – resilience and decisiveness - than in a more collaborative setting

  • Translate the analysis into actionable leadership development plans. Focus on tailored interventions, such as coaching, mentoring, or customized training

  • Align these plans with both individual goals and broader organizational objectives, ensuring you are equipped to support strategic priorities

By thoroughly analyzing psychometric assessment results, organizations can create effective leadership development strategies that build on strengths, address weaknesses, and foster growth aligned with both the leader's role and the company’s needs.

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