Without measurement, there is no progress.

Stand Up and Be Counted

The Under-Performance Top Three

Flawed Hiring Practices

Traditional hiring methods, such as CVs and face-to-face interviews, often lead to poor decisions, as past records can be unreliable, and psychometric assessments are underutilized due to cost concerns.

Neglected Training

Training is typically an afterthought driven by budget considerations, lacking relevance to the organization’s and individual’s competency needs.

Inadequate Tools

Managers lack the tools and training necessary for effective leadership, resulting in haphazard performance assessments and a lack of integrated tools to evaluate and enhance employee performance.

“If you cannot measure it, you cannot manage it”

We’ve all been measured through standardised tests, and other assessments during our days in school, where grades and assessments served as indicators of our academic performance.

Professional athletes are also accustomed to being measured and benchmarked for optimal game, season, and career performance.

It does seem as it we stop doing so for our professional workforce, although we often hear that “our people are our greatest resource.”

By quantifying and evaluating their work, we identify areas of improvement, set goals, and track progress against them. 

Therefore…..

GPA for Career Success

im✻PACT Point Average

Our imPACT Point Average profiling tool simplifies the task of collecting, analysing, and prescribing improvements for a individual’s development.

By utilizing common English idioms related to the human anatomy, we provide a straightforward and relatable visual representation of an individual’s growth and progress. 

The Anatomy of Success

Head for Knowledge

Eye for Detail

The Listening Ear

Shoulder for Responsibility

Stomach for Hard Work

Nose for Opportunity

Lips of Graciousness

Heart for People

Hands of Skill

Feet of Agility

Head for Knowledge

Eye for Detail

The Listening Ear

Nose for Opportunity

Lips of Graciousness

Shoulder for Responsibility

Stomach for Hard Work

Heart for People

Hands of Skill

Feet of Agility

What drives your scores?

Task Quality

Assessing the caliber of tasks you’ve completed

Psychometric Profile

Leveraging insights from your psychometric profile

Peer-Rated Competencies

Evaluating your competencies through peer assessments

Hard data on how well you executed your tasks

Timeliness versus Quality

Evaluates the key elements of your work in terms of:

  • ^Rework instances in the task
  • ^Task complexity level
  • ^Novelty of the task
  • ^Adherence to set timelines

Matching the right work to your strengths and profile

Your Personality Profile

It is no longer a one-size-fits-all workforce. The sooner managers come to terms with it, the quicker they will get a productive team.

The system uses key factors of DISC versus the type of tasks completed to determine the ability of people who can function out of their default preponderances — for example, did a High Influence personality complete a NOVEL & DETAILED task ON-TIME and with ZERO DEFECT?

It isn’t what you know, it’s what you can do

Competencies

Design your definitions according to what you deem valuable.

Competency gradings are collected over a period of time, averaged, and logged against individuals.

There are three ways how an individual’s competency is assessed:

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Peer Voting

At the conclusion of a work project, a competency survey can be distributed but the system to participants for feedback. These survey results are collated, and grades assigned to the competencies deemed important to that project.

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Supervisory Voting

The system permits discretionary votes to be cast manually. 

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AI Voting

A future enhancement calls for an AI component that automatically casts its votes as tasks get progressively completed (or rejected for rework).

Insights into the depth of your bench

Pardon the sports metaphor. Like coaches who want to have a deep bench to compete over a season, business managers can analyse the depth of their team’s competencies. This is useful for recruitment planning, or even succession planning.

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At the Individual Level

View the individual’s competency progression over time.

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At the Competency Level

View the distribution of people’s scores for a single competency, to see whether specific competencies need to be augmented through re-skilling.

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At the Business Level

Aggregate all competencies according to groupings that the business owner considers important. And analyze the Lowest, Median, and Highest scores by these groupings.

Get Started Now!

Elevate your personal and professional development and visualize your growth in a whole new way and turn your workspace into a hub of success. It’s time to take control of your journey and transform potential into performance.